Notice by the Employer. After the probationary period, the Employer may terminate your employment pursuant to this Agreement at its sole discretion for any reason, without cause, upon providing to you a number of weeks of notice, as determined from the table attached herewith as Annex B. Or , at the Employer's option, it may pay you "in lieu of notice' as well as all payments or entitlements to which you are entitled pursuant to the Quebec ACT RESPECTING LABOUR STANDARDS.
Notice by the Employer. (a) Subject to clause 10.5, the Employer may terminate the employment of a full time or part time Employee by providing notice in accordance with the table below. Employee’s period of continuous service with the Employer Notice Period Not more than 1 year 1 weeks More than 1 year but not more than 3 years 2 weeks More than 3 years but not more than 5 years 3 weeks More than 5 years 4 weeks
(b) The notification period is increased by 1 week if the Employee is over 45 years old and has completed at least 2 years of continuous service with the Employer at the end of the day the notice is given.
Notice by the Employer. 13.1.1 In order to terminate the employment of a full time or regular part time employee, the employer will give to the employee the period of notice specified in the table below: Years of continuous service Notice Period
13.1.2 In addition to the notice outlined above, employees over 45 years of age at the time of the giving of notice with not less than 2 years continuous service, are entitled to an additional week’s notice.
13.1.3 Payment in lieu of the notice prescribed 13.1.1 and 13.1.2 must be made if the appropriate notice period is not given. Provided that employment maybe terminated by part of the period of notice specified and part payment in lieu thereof.
13.1.4 In calculating any payment in lieu of notice, the wages an employee would have received in respect of the ordinary time they would have worked during the period of notice had their employment not been terminated will be used.
13.1.5 The period of notice in this clause, shall not apply in the case of dismissal for conduct that justifies instant dismissal including inefficiency within the first fourteen days, neglect of duty or misconduct and in the case of casual employees, apprentices or employees engaged for a specific period of time or for a specific task or tasks.
Notice by the Employer. 9.1.1. A full time employee’s termination shall be in accordance with the provisions of the Workplace Relations Act 1996.
9.1.2. In the case of Gardline Australia giving notice of termination of employment, Gardline Australia shall be required to give the employee four weeks notice or if the employee has been employed longer than three years and is over the age of 45, then an additional 1 week shall be paid. Gardline Australia may choose to pay out the notice period in lieu of service.
Notice by the Employer. Years of service Required notice
(a) any serious breach of the Employee’s confidentiality obligations;
(b) the Employee being intoxicated at work;
(c) the Employee being abusive or violent, physically or otherwise, towards another person, or causing a risk to the health and safety of another person;
(d) sexual harassment
(e) wilful breach of the Employee’s employment obligations, including the obligation to comply with Employer policies as amended from time to time;
(f) failure to obey a lawful and reasonable direction by the Employer, including an Employee’s failure to comply with safety procedures;
(g) wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including serious neglect of duty and willful damage to or defacing property or goods at the workplace;
(h) the Employee committing or attempting to commit any act of fraud or dishonesty at work;
(i) the Employee being charged with or convicted of any criminal offence which in the opinion of the Employer makes it unsuitable for the Employee to continue in their employment; &
(j) the Employee acting in a manner which has or is likely to have a detrimental effect on the standing or reputation of the Employer.
Notice by the Employer. In order to terminate the employment of the Employee, the Employer shall give the Employee the following notice: Under one year 1 week Up to the completion of 3 years 2 weeks More than 3 years and up to the completion of 5 years 4 weeks More than 5 years and over 5 weeks In addition to the notice above hereof, if the Employee is over 45 years of age at the time of the giving of notice with not less than two year’s continuous service, shall be entitled to an additional weeks notice. Payment in lieu of the notice prescribed in this clause hereof shall be made if the appropriate notice period is not given Provided that employment may be terminated by part of the period of notice specified and part Payment in lieu thereof. In calculating any Payment in lieu of notice, the wage the Employee would have received in respect of the ordinary time the Employee would have worked during the period of the notice, had the employment not been terminated, shall be used. The period of notice in this clause shall not apply in the case of dismissal for conduct that justifies instant dismissal, or in the case of Casual Employees, apprentices, or Employees engaged for a specific period of time for a specific task or tasks.
Notice by the Employer. The employer must give you the required notice. The amount of notice depends on how long you have been employed. The required period of notice is first worked out using this table: Employee’s period of continuous service with the employer Period of notice Not more than 1 year More than 1 year but not more than 3 years More than 3 years but not more than 5 years More than 5 years At least 1 week At least 2 weeks At least 3 weeks At least 4 weeks The period of notice is increased by one week if you are over 45 years old and have completed at least two years continuous service with the company. The company can give you money in lieu of notice. This amount will be equal to the normal earnings you would have received during the period of notice. The company may terminate this agreement on the grounds of your unsatisfactory performance or conduct. The Company agrees, that, should your position responsibilities and salary level be varied as a result of disciplinary action, that all other provisions of this document unaffected by the change will remain in force. You further agree that any such change to the position responsibilities and/or salary level through disciplinary action such as demotion to a position of reduced responsibility will not be construed as a breach of this agreement. You acknowledge that inappropriate behaviour and conduct will not be tolerated, and, if substantiated by a proper investigation, will result in disciplinary procedures, including the possibility of termination. Examples of unsatisfactory behaviour include: • Inappropriate behaviour in the presence of customers • Refusal to obey a lawful order • Abandonment of employment • Fraud against the company, such as falsification of records, including time records • Negligence or carelessness which affects quality or safety • Actual or threatened assault, at the workplace, or in relation to issues involving the workplace • Bringing alcoholic substances or illegal drugs onto the company premises and/or consuming these without the consent of management • Attending for duty in a condition which constitutes a risk to one’s own or any other employee’s health or safety • Smoking in the workplace • Unauthorised possession of company property or the property of any other employee • Disregard of required practices relating to issues such as timekeeping, housekeeping, and wastage • Failure to abide by any other published policies in place in the workplace • The abuse of Electronic Information and equ...
Notice by the Employer. 13.1.1 In order to terminate the employment of a full time or regular part time employee, the employer will give to the employee the period of notice specified in the table below: Years of continuous service Notice
13.1.2 In addition to the notice outlined above, employees over 45 years of age at the time of the giving of notice with not less than 2 years continuous service, are entitled to an additional week’s notice.
Notice by the Employer. For employees who have been employed in the same enterprise without interruption other than those mentioned below, counting from the employee’s 16th year of age, the employer must give the following notice: After 8 weeks of employment 5 working days After 1 year of employment 15 working days After 3 years of employment 25 working days After 5 years of employment 35 working days At termination, the last day is always at the end of a calendar week.
Notice by the Employer
