Impact on Employment. The Employer and the Executive shall retain the right to terminate the employment of the Executive at any time and for any reason prior to a Change of Control. If a Change of Control occurs when the Executive is employed by the Employer, the Employer will continue thereafter to employ the Executive during the Employment Period.
Impact on Employment. The Resident shall be entitled to participate in the Hospital's Employee Assistance Program (EAP) as further described in the Main Line Health policy "Employee Assistance Program" and attached hereto as Exhibit "F". The Hospital and the training program pledge to assist the Resident with any and all issues of impairment so as to restore and sustain the Resident’s complete wellness. Depending on the circumstances at hand, the Hospital, in concert with the Resident, may use internal and external resources to accomplish this end.
Impact on Employment. Employees on Workers' Comp Leave may be terminated consistent with applicable federal and state laws. An employee who is unable to return to full duty after reaching Maximum Medical Improvement (MMI) (with or without reasonable accommodation, as appropriate) 12 months from the date of injury may be subject to termination. If the treating provider determines the employee is permanently disabled prior to the one year cap, the employee may be terminated at the time of determination. Under these circumstances, the following conditions must be met:
Impact on Employment. No ESP employee shall be reprimanded, reduced in rank, reduced in compensation, deprived of any form of salary increment, terminated, deprived of any form of occupational advantage or benefit, have his/her employment contract or status not renewed or not continued, or any other form of discipline without just cause. Any such action shall be subject to binding arbitration pursuant to NJSA 34:13A-
Impact on Employment. No ESP employee shall be reprimanded, reduced in rank, reduced in compensation, deprived of any form of salary increment, terminated, deprived of any form of occupational advantage or benefit, have his/her employment contract or status not renewed or not continued, or any other form of discipline without just cause. Any such action shall be subject to binding arbitration pursuant to N.J.S.A. 34:13A-29. No certified employee shall be disciplined, reprimanded, reduced in rank, or deprived of any professional advantage, without just cause. Any such action shall be subject to binding arbitration pursuant to N.J.S.A. 34:13A-29.
