Minimum Employment Period Sample Clauses
Minimum Employment Period. (a) Employees (other than casual employees) will be on a period of probation for the first 6-months of employment (12-months for small business) for the purpose of determining the employee’s suitability for ongoing employment.
(b) At any time during the probation period, the employer or the employee can terminate the employment by providing written notice in accordance with clause 34 – Termination of Employment.
(c) Employees will not be protected from unfair dismissal. where they are terminated within the probation period ending at the earlier of:
(i) the time when the person is given notice of the dismissal; or
(ii) immediately before the dismissal
Minimum Employment Period. 12.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six- months.
12.2 If the Employer is to terminate the employment of an Employee during the first six months of the Employee’s employment, the Employer does not need to provide the relevant notice of termination in clause 46, 54, 63 and 68 and does not need to comply with any due process or performance management policies or procedures in place from time to time.
12.3 If the Employer is to terminate the employment of an Employee within the first six months of the Employee’s employment commencing, the Employee is entitled to notice prescribed as follows or payment in lieu of notice. Employee Teacher School Assistant All other Employee/s Period of Notice 4 weeks wholly within the one school term 4 weeks 1 week
12.4 If the Employee resigns within the first six months of the Employee’s employment commencing, then the Employee is required to give the same notice required of the Employer in 12.3 above.
Minimum Employment Period. This position is subject to a minimum employment period (6 months qualifying) during which time the employee’s suitability for ongoing employment will be assessed.
Minimum Employment Period. (a) Employees (other than casual employees) will be on a period of probation for the first six (6) months of employment for the purpose of determining the employee’s suitability for ongoing employment.
(b) At any time during the probation period, the employer or the employee can terminate the employment by providing written notice in accordance with clause 36 – Termination of Employment.
(c) Employees will not be protected from unfair dismissal where they are terminated within the probation period ending at the earlier of:
(i) the time when the person is given notice of the dismissal; or
(ii) immediately before the dismissal
Minimum Employment Period. 20.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six months, as defined by the Act.
20.2 If the Company is to terminate the employment of an Employee during the minimum employment period, then the Company does not need to comply with any performance or conduct management policies or procedures in place.
Minimum Employment Period. For the purposes of the Unfair Dismissal Provisions of the Fair Work Act, the Minimum Employment Period that the University may rely upon is six (6) months ending at the earlier of the following times:
(i) The time when the staff member is given notice of the dismissal;
(ii) Immediately before the dismissal.
Minimum Employment Period. 11.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six (6) months, as defined by the Act.
11.2 If the Employer is to terminate the employment of an Employee during the minimum employment period, the Employer does not need to provide the relevant notice of termination in cll.49 or 56 and does not need to comply with cl.36 (Performance and conduct management procedures), any due process or performance/conduct management policies or procedures in place from time to time.
11.3 If the Employer is to terminate the employment of an Employee within the minimum employment period, the Employee is entitled to four (4) weeks’ notice in writing or payment in lieu of notice.
11.4 If the Employee is to resign within the minimum employment period, then the Employee is required to give four (4) weeks’ notice in writing. Where the Employee fails to give the full amount of notice, the Employer may deduct from wages due to the Employee under this Agreement, an amount that is no more than one week’s wages for the Employee provided that:
(a) if the Employer has agreed to a shorter period of notice than that required, then no deduction will be made;
(b) an Employee must be at least 18 years of age; and
(c) any deduction must not be unreasonable in the circumstances.
Minimum Employment Period. Employees (other than casual Employees) will be on a period of probation for the first three months of employment for the purposes of determining the Employee’s suitability for ongoing employment. Prior to the expiry of the probationary period, the Employer may:
a) confirm the Employee’s employment as a permanent Employee; or
b) extend the probationary period for up to a further three months where performance issues have been identified and appropriate support and training to enhance performance have been agreed with the Employee; or
c) terminate the Employee’s employment. At any time during the probation period, the Employer or the Employee can terminate the employment by providing written notice in accordance with Clause 7 – Employee Separation of the Agreement.
Minimum Employment Period. Full time and part time Employees
4.1.1 New Employees will be hired subject to the successful completion of a six (6) month probationary period during which satisfactory performance of duties at the grade at which they were hired is required.
4.1.2 When an Employee is transferred into a higher grade that transfer shall be subject to a three (3) month probationary period of satisfactory performance of duties at that level. Further, if job performance falls below the expected standard, then the necessary counselling, and where necessary further training, will take place. This provision shall apply to those Employees appointed as Team Leaders.
Minimum Employment Period. Purchaser shall not relocate any of the Transferred Employees for a minimum period of twelve (12) months after the applicable Closing Date. Although Purchaser does not currently anticipate any reductions-in-force ("RIF"), if within twelve (12) months after the applicable Closing Date the Purchaser engages in a RIF, Purchaser will provide to those Transferred Employees who are subject to a RIF severance pay in an amount equal to six (6) months of the affected Transferred Employee's base pay and continuation of coverage under Purchaser's