PROHIBITION OF EMPLOYMENT Sample Clauses

PROHIBITION OF EMPLOYMENT. (1) An employer shall not - (a) employ any person under the age of 15 years; or (b) a child who is under the minimum school leaving age in terms of any law, if he or she is 15 years or older. (2) An employer shall not employ a child in employment - (a) that is inappropriate for a person of that age; (b) that places at risk the child's wellbeing, education, physical or mental health or spiritual, moral or social development. (3) All forced labour is prohibited.
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PROHIBITION OF EMPLOYMENT. The Basic Conditions of Employment Act prohibits employment of any person under the age of 15 and it is therefore important for an employer to verify the age of the farm worker by requesting a copy of the identity document or birth certificate.
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PROHIBITION OF EMPLOYMENT. OF CHILDREN AND OF FORCED LABOUR (1) No person shall employ a child (a) who is under 15 years of age; or (b) who is under the minimum school-leaving age in terms of any law, providing this is 15 years of older. (2) No person shall employ a child in employment (a) that is inappropriate for a person of that age; (b) that places at risk a child's well-being, education, physical or mental health, or spiritual, moral or social development. (3) Subject to the Constitution of the Republic of South Africa, 1996, all forced labour is prohibited. (4) No person may for his or her own benefit or for the benefit of someone else, cause, demand or impose forced labour in contravention of subclause (1). (5) A person who employs a child in contravention of subclauses (1) to (4) commits an offence.
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PROHIBITION OF EMPLOYMENT. (1) An employer may not – (a) employ any person under the age of 15 years; and (b) knowingly employ : (i) An illegal foreigner; (ii) A foreigner whose status does not authorise him or her to be employed by such person; or (iii) A foreigner on terms, conditions or in a capacity different from those contemplated in such foreigner’s status, as contemplated in the immigration Act no 13, of 2002.
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PROHIBITION OF EMPLOYMENT. (1) An employer may not – (a) employ any person under the age of 15 years; and (b) knowingly employ : (i) An illegal foreigner; (ii) A foreigner whose status does not authorise him or her to be employed by such person; or (iii) A foreigner on terms, conditions or in a capacity different from those contemplated in such foreigner’s status, as contemplated in the immigration Act no 13, of 2002 (2) An employer shall make a good faith effort to ascertain that no illegal foreigner is employed by him/her and to ascertain the status or citizenship of those whom he/she employs. (3) An employer who employs foreign nationals must comply with the Government Legislative Framework, in particular the Immigration Act, 13 of 2002 as amended, and the Employment Services Act, 8 of 2014 as amended. Council Administration must collect data from employers who employ Foreign Nationals within the Industry and report their findings to Council by no later than 1 March 2022. Such report will then be submitted to the Department of Employment and Labour for inspection and enforcement purposes.
Sample 1
PROHIBITION OF EMPLOYMENT. 4.4.1 An employer shall not employ any person under the age of 15 years or a person aged 15 years or older who is under the minimum school leaving age in terms of any law. 4.4.2 An employer shall not employ a such person in employment that is inappropriate for a person of that age or that places at risk the child’s such person well-being, education, physical or mental health or spiritual, moral or social development. 4.4.3 All forced labour is prohibited.
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PROHIBITION OF EMPLOYMENT. The Sectoral Determination prohibits employment of any person under the age of 15 and it is therefore important for an employer to verify the age of the domestic worker by requesting a copy of the identity document or birth certificate.
Sample 1
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PROHIBITION OF EMPLOYMENT. An Employer shall not: employ any person under the age of 15 years. require or permit any female Employee to work during the period commencing 1 month prior to the expected date of her confinement and ending 2 months after the date of her confinement, unless a medical practitioner who is registered with a professional council established by an Act of Parliament certifies that the Employee is fit to resume work earlier.
Sample 1
PROHIBITION OF EMPLOYMENT. In terms of this Clause, an employer: a) shall not employ any person under the age of 15 years; b) require or permit any pregnant female employee to work during the 8 week period prior to the expected date of her confinement and/or during the 8 week period after the date of said female Employee’s confinement.
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Related to PROHIBITION OF EMPLOYMENT

  • Separation of Employment (a) If an employee is discharged he shall be paid in full for all monies owing him on the date of his discharge. If an employee quits the Employer may withhold payment for five (5) calendar days. (b) The Employer shall give a Record of Employment Certificate to any employee who separates from employment for at least seven (7) days for any reason within five (5) days of the last day worked, or terminates.

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

  • Duration of Employment 5.1 A seafarer shall be engaged for the period specified in Appendix 1 to this Agreement and such period may be extended or reduced by the amount shown in Appendix 1 for operational convenience. The employment shall be automatically terminated upon the terms of this Agreement at the first arrival of the ship in port after expiration of that period, unless the Company operates a permanent employment system.

  • Cessation of Employment In the event Executive shall cease to be employed by the Company for any reason, then Executive's compensation and benefits shall cease on the date of such event, except as otherwise provided herein or in any applicable employee benefit plan or program.

  • Location of Employment The Executive's principal place of business shall continue to be at the Company's headquarters to be located within thirty (30) miles of Doylestown, Pennsylvania; provided, that the Executive acknowledges and agrees that the performance by the Executive of his duties shall require frequent travel including, without limitation, overseas travel from time to time.

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • Suspension of Employment If the Employee is suspended and/or temporarily prohibited from participating in the conduct of the Bank's affairs by a notice served under Section 8(e)(3) or (g)(1) of the FDIA (12 U.S.C. 1818(e)(3) and (g)(1)), the Bank's obligations under the Agreement shall be suspended as of the date of service, unless stayed by appropriate proceedings. If the charges in the notice are dismissed, the Bank shall, (i) pay the Employee all or part of the compensation withheld while its contract obligations were suspended and (ii) reinstate any of its obligations which were suspended.

  • Other Termination of Employment In the event of your voluntary termination (other than a Retirement subject to Section 2(c) or a Qualifying Termination subject to Section 2(f)), or termination by the Company or a subsidiary of the Company for misconduct or other conduct deemed by the Company to be detrimental to the interests of the Company or a subsidiary of the Company, you shall forfeit all unvested RSUs on the date of termination.

  • Involuntary Termination of Employment If the Executive does not exercise his withdrawal rights pursuant to Subsection 2.2, and the Executive's employment with the Bank is involuntarily terminated for any reason, including a termination due to disability of the Executive but excluding termination for Cause, or termination following a Change in Control within thirty-six (36) months of such Change in Control, within thirty (30) days of such involuntary termination of employment, the Bank shall be required to make an immediate lump sum Contribution to the Executive's Retirement Income Trust Fund in an amount equal to: (i) the full Contribution required for the Plan Year in which such involuntary termination occurs, if not yet made, plus (ii) the present value (computed using a discount rate equal to the Interest Factor) of all remaining Contributions to the Retirement Income Trust Fund; provided however, that, if necessary, an additional amount shall be contributed to the Retirement Income Trust Fund which is sufficient to provide the Executive with after tax benefits (assuming a constant tax rate equal to the rate in effect as of the date of the Executive's termination) beginning at his Benefit Age, equal in amount to that benefit which would have been payable to the Executive if no secular trust had been implemented and the benefit obligation had been accrued under APB Opinion No. 12, as amended by FAS 106.

  • Qualifying Termination of Employment A “Qualifying Termination of Employment” shall mean a termination of Executive’s employment during the Protected Period either (a) by the Company other than for Cause or (b) by Executive for a Good Reason. The Executive’s death or Disability during the Protected Period shall not constitute a Qualifying Termination of Employment.

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