Protection against dismissal. (1) In performing his or her duties, a member of the EEB shall have the rights according to Sec. 42 German SE Participation Act [SEBG] in terms of protection from unfair dismis- xxx. Therewith, the national laws and customs of the Member State of the affected EEB member’s usual place of work shall apply.
(2) In the case of a dismissal intended of a member of the EEB, the Company shall inform the Chairperson of the EEB in advance. Should the Chairperson of the EEB be person- ally affected by dismissal, one of his or her deputies shall be informed.
Protection against dismissal. Members of the staff representation, members of the employee representation in the Board of Trus- tees of the pension fund and employees who are members of a company/industry board of a trade un- ion concluding the contract and have been reported to the company as such may not have their em- ployment contract terminated or incur other disadvantages during their period of office and one year after the end of their period of office due to their correct work as an employee representative.
Protection against dismissal. The dismissal of a colleague will automatically be unfair, regardless of his/her length of service or hours of work, if: ▪ It is on maternity-related grounds and takes place during Ordinary Paternity Leave period ▪ It occurs after the end of his/her Paternity Leave period of absence and is on the grounds that he/she has taken or availed herself of the benefits of that leave ▪ It is on the grounds of redundancy and the Company has not first complied with the requirement to offer him/her any suitable alternative vacancy which is available; or ▪ He/she is unfairly selected for redundancy for one of the above reasons A colleague who is dismissed at any time and for any reason during his/her Ordinary Paternity Leave period will be entitled to receive a written statement of the reasons for dismissal without having to request it and regardless of length of service or hours of work.
Protection against dismissal. The dismissal of an Employee representative is inadmissible, unless such dismissal is based on termination for cause or for reasons other than his activities on the Allianz SE Supervisory Board. The Executive Committee of the SE Works Council must be notified in advance upon a reasonable prior notice period about any planned dismissals of Employee Representatives. A deviation from this is permitted if the effectiveness of the measure is conditional upon shorter notice period requirements. The Executive Committee shall have the right to submit a written statement within three calendar days in the event of termination for cause and within one calendar week in the event of termination for convenience. The statement issued by the Executive Committee of the SE Works Council shall have no impact on the formal validity of the termination.
Protection against dismissal. The dismissal of an SE-Works Council member, a substitute member or a candidate for the SE-Works Council elections is inadmissible unless such dismissal is based on termination for cause or for reasons other than his activities on the SE-Works Council or his candidacy for this body. The Executive Committee shall be notified in advance with a reasonable prior notice period of any planned dismissals of members of the SE Works Council. A deviation from this is permitted in cases where the effectiveness of the measure is conditional upon shorter notice period requirements. The Executive Committee shall have the right to submit a written statement within three calendar days in the event of termination for cause and within one calendar week in the event of a termination for convenience. The statement issued by the Executive Committee shall have no impact on the formal validity of the termination.
Protection against dismissal. The dismissal of an employee will automatically be unfair, regardless of her length of service or hours of work, if: An employee who is dismissed at any time and for any reason while she is pregnant or during her Ordinary/Additional Maternity Leave period will be entitled to receive a written statement of the reasons for her dismissal without having to request it and regardless of her length of service or hours of work. Staff Working with Students Policy Next Review Date: November 2022 Reviewed by; Xxxx Xxxxx
Protection against dismissal. The dismissal of an employee will automatically be unfair, regardless of her length of service or hours of work, if: ▪ It is on maternity-related grounds and takes place during her pregnancy or Ordinary/Additional Maternity Leave period ▪ It occurs after the end of her Maternity Leave period of absence and is on the grounds that she has taken or availed herself of the benefits of that leave ▪ It is on the grounds of a Health and Safety provision which could give rise to maternity suspension ▪ It is on the grounds of redundancy and the Company has not first complied with the requirement to offer her any suitable alternative vacancy which is available; or ▪ She is unfairly selected for redundancy for one of the above reasons An employee who is dismissed at any time and for any reason while she is pregnant or during her Ordinary/Additional Maternity Leave period will be entitled to receive a written statement of the reasons for her dismissal without having to request it and regardless of her length of service or hours of work. Policy Reviewed Oct 2019 Policy Review Date October 2022 AWS DESIGNATED SAFEGUARDING LEAD: Xxxx Xxxxx DEPUTY DESIGNATED SAFEGUARDING LEAD: Xxxx Xxxxxx Xxxx Xxxxxxxx NB: This policy is modelled on the ESCB Child Protection and Safeguarding policy
