Resignations and dismissals. Periods of notice for resignations/dismissals, giving notice and contents of notice, protection against unfair notice and dismissal, protection against dismissal in special cases and the employee’s right to demand negotiations, bring a lawsuit and the deadlines that apply in that connection, are regulated by Chapters 15 and 17 of the Working Environment Act. The agreed period of notice must not be longer than two months.
Resignations and dismissals. 5.3.1 Administrators desiring to terminate their employment with the District shall notify the Superintendent, in writing, at least thirty (30) days prior to the effective date.
Resignations and dismissals. A. A permanent employee is one who is hired to fill a permanent full-time position and has completed a total of six (6) working months without a break in service. (See Intents)
B. Any permanent employee who wishes to resign from the Company’s service shall give one month’s notice to that effect to his Manager, or Director.
C. When the Company intends to dismiss any permanent employee, such employee, shall be given one month’s notice, or one month’s pay in lieu of notice, except when such employee is discharged for just cause.
D. Any permanent employee desiring to appeal his dismissal, or a suspension from work of greater than fifteen (15) days, shall do so within five (5) days, exclusive of Saturdays and Sundays and other holidays, of his dismissal or suspension through the grievance procedure. Such appeal must be promptly expedited in order that it reaches Step Three of the Grievance Procedure [Article 5(C)] no more than ten (10) days, exclusive of Saturdays and Sundays and other holidays, from the date of dismissal or suspension. Should the employee’s appeal be sustained by a Grievance Committee, he shall be reinstated in the Company’s service under the conditions prescribed by the Committee.
E. The intent of this clause is to provide an orderly and efficient process in the event of layoff of full-time employees. Layoffs will be conducted using the principle of last on first off based on full-time Bargaining Unit Seniority and the principle that the remaining employees must be qualified and able to do the work remaining to be done. A Joint Steering Committee will be convened to ensure the orderly and efficient administration of the above process. Employees on layoff who, at the time of layoff, have greater than two years Bargaining Unit Seniority shall be entitled to recall for a period of nine (9) months from the date of layoff. Recall shall be based on such seniority subject to an employee having the qualifications and ability to do the work to be done. Employees with less than two years such seniority shall have no right to recall. Employees subject to recall will be notified by double registered letter sent to the employee’s last know address. Employees so notified shall advise the Human Resources Department in writing of their intentions within five (5) working days of the letter arriving at its destination. If an employee does not reply or accept, that employee will have no further rights to recall. An employee who accepts recall must report to wor...
Resignations and dismissals. In the six months ending on the date of this Agreement, the relevant Target Group Company has not received a notice of resignation from, or given notice of termination of employment to any of the Key Employees.
Resignations and dismissals. None of the Specified Senior Executives have given written notice of resignation or is under written notice of dismissal, nor is there any plan or proposal to dismiss any officer, employee or worker and, so far as the Warrantor is aware no senior executive officer has notified a Target Entity of their intention to resign from his or her employment, nor are there any service contracts between a Target Entity and its officer, employee or workers which cannot be terminated by that Target Entity by 12 weeks' notice or less without giving rise to a claim for damages or compensation (other than a statutory redundancy payment).
