Common use of Ending Employment Without Notice Clause in Contracts

Ending Employment Without Notice. 23.3.1. The Company may end the employment of the Employee without notice if the Employee is guilty of serious misconduct. 23.3.2. The type of conduct by the Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to: a. Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty. b. Stealing, fraud, assault or other criminal behaviour. c. Sexual harassment and other offensive or harassing behaviour. d. Not carrying out health and safety obligations. e. Refusing to carry out a lawful and reasonable instruction given by the Company. f. Not carrying out the Employee’s duty; g. Abandonment of the vehicle being operated by the Employee. h. Driving a Heavy Vehicle in an unsafe or irresponsible manner. i. Failure to inform the company as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, the company or the Employee; and any other event that may affect the operations of the company and/or the Employee’s ability to perform their duties legally and safely. j. Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from the Company, the Employee may be liable for the costs incurred by the company in rectifying the situation, including the payment of any fines arising from the tampering 23.3.3. The type of conduct by the Company that may allow the Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to: a. Assault or other criminal behaviour. b. Sexual harassment and other offensive or harassing behaviour. c. Not carrying out health and safety obligations. d. Requiring the Employee to carry out an unlawful and unreasonable instruction.

Ending Employment Without Notice. 23.3.1. The Company may end the employment of the an Employee without notice if the Employee is guilty of serious misconduct. 23.3.2. The type of conduct by the an Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to: a. Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty. b. Stealing, fraud, assault or other criminal behaviour. c. Sexual harassment and other offensive or harassing behaviour. d. Not carrying out health and safety obligations. e. Refusing to carry out a lawful and reasonable instruction given by the Company. f. Not carrying out the Employee’s duty; g. Abandonment of the vehicle being operated by the Employee. h. Driving a Heavy Vehicle in an unsafe or irresponsible manner. i. Failure to inform the company as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, the company or the Employee; and any other event that may affect the operations of the company and/or the Employee’s ability to perform their duties legally and safely. j. Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from the Company, the Employee may be liable for the costs incurred by the company in rectifying the situation, including the payment of any fines arising from the tampering 23.3.3. The type of conduct by the Company that may allow the an Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to: a. Assault or other criminal behaviour. b. Sexual harassment and other offensive or harassing behaviour. c. Not carrying out health and safety obligations. d. Requiring the Employee to carry out an unlawful and unreasonable instruction.

Ending Employment Without Notice. 23.3.124.3.1. The Company may end the employment of the Employee without notice if the Employee is guilty of serious misconduct. 23.3.224.3.2. The type of conduct by the Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to: a. Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty. b. Stealing, fraud, assault or other criminal behaviour. c. Sexual harassment and other offensive or harassing behaviour. d. Not carrying out health and safety obligations. e. Refusing to carry out a lawful and reasonable instruction given by the Company. f. Not carrying out the Employee’s duty; g. Abandonment of the vehicle being operated by the Employee. h. Driving a Heavy Vehicle Vehicle, or other company vehicle/forklift, in an unsafe or irresponsible manner. i. Failure to inform the company as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, the company or the Employee; and any other event that may affect the operations of the company and/or the Employee’s ability to perform their duties legally and safely. j. Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from the Company, the Employee may be liable for the costs incurred by the company in rectifying the situation, including the payment of any fines arising from the tampering 23.3.324.3.3. The type of conduct by the Company that may allow the Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to: a. Assault or other criminal behaviour. b. Sexual harassment and other offensive or harassing behaviour. c. Not carrying out health and safety obligations. d. Requiring the Employee to carry out an unlawful and unreasonable instruction.

Ending Employment Without Notice. 23.3.122.3.1. The Company may end the employment of the an Employee without notice if the Employee is guilty of serious misconduct. 23.3.222.3.2. The type of conduct by the an Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to: a. Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty. b. Stealing, fraud, assault or other criminal behaviour. c. Sexual harassment and other offensive or harassing behaviour. d. Not carrying out health and safety obligations. e. Refusing to carry out a lawful and reasonable instruction given by the Company. f. Not carrying out the Employee’s duty; g. Abandonment of the vehicle being operated by the Employee. h. Driving a Heavy Vehicle in an unsafe or irresponsible manner. i. Failure to inform the company as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, the company or the Employee; and any other event that may affect the operations of the company and/or the Employee’s ability to perform their duties legally and safely. j. Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from the Company, the Employee may be liable for the costs incurred by the company in rectifying the situation, including the payment of any fines arising from the tampering 23.3.322.3.3. The type of conduct by the Company that may allow the Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to: a. Assault or other criminal behaviour. b. Sexual harassment and other offensive or harassing behaviour. c. Not carrying out health and safety obligations. d. Requiring the Employee to carry out an unlawful and unreasonable instruction.