RESIGNATION AND DISMISSAL Sample Clauses

RESIGNATION AND DISMISSAL. 10.01 A regular employee wishing to resign shall send written notice to the immediate Manager at least two (2) weeks before leaving service. A regular employee who terminates employment with MTS, MTS Allstream Inc. by resignation and who fails to give the required two (2) weeks’ notice, shall be subject to loss of pay for wages or for any vacation or holiday credits up to an amount required to make up the two (2) weeks notice period. 10.02 When the service of a Regular employee is dispensed with, such employee shall receive two (2) weeks’ notice from MTS, MTS Allstream Inc. except when dismissed for just cause.
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RESIGNATION AND DISMISSAL. A Regular employee wishing to resign shall send written notice to the immediate Manager at least two weeks before leaving the service. A Regular employee who terminates employment with Communications Inc. by resignation and who fails to give the required two weeks’ notice, shall be subject to loss of pay for wages or for any vacation or holiday credits up to an amount required to make up the two weeks notice period. When the service of a Regular employee is dispensed with, such employee shall receive two weeks’ notice from Communications inc. except when dismissed for just cause. Communications inc. shall make all reasonable effort to ensure that no present Regular employee, who is covered by this Agreement, shall lose their employment as a result of the introduction of a technological change. its responsibility to retrain employees displaced by the introduction of techno- logical change. The following retraining provisions will Any employee requiring retraining to work with the new technology will receive whatever training is necessary on Company time at Company expense. Training will be provided on Company time and at Company expense to qualify employees displaced due to technological change to allow them to qualify for vacant positions within except for just cause. Communications inc. agrees, except in the case of verbal discussion with employees covered by this Agreement to notify the National Representative, in writing, within seven days of all cases of dismissal, suspension or disciplinary action. In all cases, for the purpose of confidentiality, only the National Representative may consult with the employee concerned. When it is planned to reprimand and/or discipline an employee. or to obtain infor- xxxxxx in the presence of the employee’s Manager which may result in the employee being reprimanded or disciplined, the employee will be informed of their right to have a Union Representative present if desired. If the employee after receiving training (not to Communications inc. agrees exceed training that would normally be given to a that when a written record is to be placed in new employee being hired for such a position) an employee’s file following a verbal discussion and fails to qualify for the position, they shall be moved such record indicates a warning of possible future at the Company’s expense to the previous place disciplinary action, the employee will be required to of employment and placed on layoff with right of read and initial the reco...
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RESIGNATION AND DISMISSAL. NCB shall have the right to resign, and Participating Stockholders owning 66-2/3 percent of the shares of Class B Common Stock subject to the Stockholders' Agreement shall have the right to dismiss NCB, in each case upon giving thirty (30) days written notice by mailing said written notice thereof to the proper party or parties; PROVIDED, HOWEVER, that no such resignation or dismissal shall become effective until a successor has been duly appointed to act as Depository by amendment to the Stockholders' Agreement and such successor has agreed so to act.
Sample 1
RESIGNATION AND DISMISSAL. The General Manager may on behalf of the JV company dismiss or fire any employee (other than senior managers) according to relevant laws and regulations and employee agreement. The fire or dismissal of senior management personnel must be approved by the Board.
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RESIGNATION AND DISMISSAL a) Employees with one year or more of service wishing to resign shall send written notice to their Supervisor at least two (2) weeks before leaving the Company. Employees with less than one year but more than 30 days of service shall send written notice at least one (1) week before leaving the company.
Sample 1
RESIGNATION AND DISMISSAL a) Employees with one year or more of service wishing to resign shall send written notice to their Supervisor at least two (2) weeks before leaving the Company. Employees with less than one year but more than 30 days of service shall send written notice at least one (1) week before leaving the company. b) When the service of a regular employee is dispensed with (except when dismissed for cause), such employee, and the union, shall receive notice from the Company as follows: less than 1 year employment: 1 week at least 1 year and less than 3 years: 2 weeks at least 3 years and less than 5 years: 4 weeks at least 5 years and less than 10 years: 6 weeks at least 10 years: 8 weeks c) An employee, other than regular, shall be governed by the Employment Standards Act.
Sample 1
RESIGNATION AND DISMISSAL. ‌ 7.1.1 The Parties agree that changes to work practices and productivity initiatives must be consistent with the operation of the College. The Parties further acknowledge that Staff are a critical element in the improvement of quality service delivery. Arbitrary job reductions will not be pursued to secure the ongoing improvements in productivity and efficiency sought. 7.1.2 A Staff member may resign, or the College may terminate a Staff member's employment, by giving 6 term weeks' notice in writing of the day of termination. 7.1.3 If a Staff member fails to give the required notice, the College has the right to withhold any wages due to the Staff member to a maximum of two (2) weeks’ wages. 7.1.4 If the College terminates a Staff member's employment, the College may elect to provide the Staff member with payment of the equivalent salary, in part or totally in lieu of notice. 7.1.5 A Staff member who has been given notice of termination must be allowed up to 1 day's time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the Staff member after consultation with the College.‌ 7.1.6 The College may terminate a Staff member's employment immediately for serious misconduct without any obligation to provide notice or pay the Staff member compensation. (a) committing any serious or persistent breach of their contract of employment with the College; (b) disclosing the College's confidential information other than in the course of their duties, or misusing the College's intellectual property; (c) committing any act of dishonesty, fraud or assault in the course of their employment or which affects their suitability for employment with the College; (d) being intoxicated or under the influence of illegal drugs or drugs which have not been prescribed for them, while at work; (e) neglecting their duties or incompetence; (f) possessing dangerous, harmful or unauthorised materials in the workplace (including firearms, weapons, drugs and alcohol); (g) being convicted of a criminal offence which affects their suitability for employment with the College; and/or (h) refusing to carry out a lawful and reasonable direction that is consistent with the Staff member’s employment contract.
Sample 1
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Related to RESIGNATION AND DISMISSAL

  • Release and Discharge 11.1 The acceptance by the Designer of the last payment under the provisions of Article 6.5 or Article 12 in the event of termination of the Contract, shall in each instance, operate as and be a release to the Owner and the Authority and their employees and officers, from all claims of the Designer and its Subconsultants for payment for services performed and/or furnished, except for those written claims submitted by the Designer to the Owner with, or prior to, the last invoice.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union Xxxxxxx shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

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