Post-Employment Period. For purposes of this Section 7, the term "Post-Employment Period" means, (i) with respect to the termination of Employee's employment with Company for Due Cause or Employee's voluntary termination of his employment, the greater of the one-year period beginning on the date of termination or the period beginning on the date of termination and expiring on the date the Employment Term was to expire under this Agreement, and, (ii) with respect to the termination of Employee's employment with Company without cause, the period over which Employee is receiving compensation from Company pursuant to Section 5(e).
Post-Employment Period. For purposes hereof, the term “Post-Employment Period” means the two-year period beginning on the Termination Date. If any of the foregoing covenants is held to be unreasonable, arbitrary, or against public policy, such covenant will be considered to be divisible with respect to scope, time, and geographic area, and such lesser scope, time, or geographic area, or all of them, as an arbitrator or court of competent jurisdiction may determine to be reasonable, not arbitrary, and not against public policy, will be effective, binding, and enforceable against Employee.
Post-Employment Period. For purposes of this Section 6.01, the term “Post-Employment Period” means the one-year period beginning on the Termination Date.
Post-Employment Period. For purposes of this Section 7, the term "Post-Employment Period" means, the one year period following termination of employment in which Employee continues to receive the compensation outlined in paragraphs 4 (a), 4 (b) and 4 (f) of this Agreement. The compensation provided under these paragraphs during the Post-Employment Period is in consideration of Employee continuing to meet his obligations under Sections 7, 8, 9 and others of this Agreement.
Post-Employment Period. For purposes hereof, the term “Post-Employment Period” means the two-year period beginning on the Termination Date. If any of the foregoing covenants is held to be unreasonable, arbitrary, or against public policy, such covenant will be considered to be divisible with respect to scope, time, and geographic area, and such lesser scope, time, or geographic area, or all of them, as an arbitrator or court of competent jurisdiction may determine to be reasonable, not arbitrary, and not against public policy, will be effective, binding, and enforceable against Employee. INOV Employment Agreement (JDuchesne) November 14, 2017 Page 8 of 12
