Severance Pay for Fixed-Term Employees Sample Clauses

Severance Pay for Fixed-Term Employees. (a) A fixed-term employee whose contract of employment is not renewed at the expiry of the contract will be entitled to a severance payment in accordance with subclause 16.2.3(c) or
Sample 1
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Severance Pay for Fixed-Term Employees. (a) A fixed-term employee whose contract of employment is not renewed in circumstances where the employee seeks to continue the employment will be entitled to a severance payment in accordance with subclause 11.7(c) below in the following circumstances: (i) where the employee is employed on a second or subsequent fixed-term contract in the circumstances described in paragraphs 11.2.1(a) and 11.2.1(b) and where the same or substantially similar duties are no longer required by the University; or (ii) where the employee is employed on a fixed-term contract in the circumstances described in paragraphs 11.2.1(a) and 11.2.1(b) and where the duties of the kind performed in relation to the work continue to be required but another person has been appointed, or is to be appointed, to the same or substantially similar duties; or (iii) where the fixed-term contract commenced prior to 30 June 1998. (b) The University, in a particular case, may make application to the Australian Industrial Relations Commission to have the general severance payment or retrenchment benefit payment prescription varied if it obtains acceptable alternative employment for the employee.
Sample 1
Severance Pay for Fixed-Term Employees. (a) A fixed term employee who is either: (i) employed on a second or subsequent fixed-term contract, except for a fixed- term employee employed in the circumstances described in subclause 24.2(c)(vi) - (ix) above; or (ii) employed on a first fixed-term contract, except for a fixed-term employee employed in the circumstances described in subclause 24.2(c)(vi) – (ix) above, and the duties of the position continue to be required on a fixed-term basis but another person has been appointed, or is to be appointed, to carry out those duties; and whose contract of employment is not renewed in circumstances where the employee seeks to continue the employment will be entitled to the following severance payment: Less than 1 year nil 1 year but less than 2 years 4 weeks 2 years but less than 3 years 6 weeks 3 years but less than 4 years 7 weeks 4 years or more 8 weeks (b) Where the University advises an employee in writing that further employment may be offered within six weeks of the expiry of a period of fixed-term employment, it may defer payment of severance benefits for a maximum period of four weeks from the expiry of the period of fixed-term employment.
Sample 1
Severance Pay for Fixed-Term Employees. (a) A fixed-term employee whose contract of employment is not renewed in circumstances where the employee seeks to continue the employment will be entitled to a severance payment in accordance with subclause 11.7(c) below in the following circumstances: where the employee is employed on a second or subsequent fixed-term contract in the circumstances described in paragraphs 11.2.1(a) and 11.2.1(b) and where the same or substantially similar duties are no longer required by the University; or where the employee is employed on a fixed-term contract in the circumstances described in paragraphs 11.2.1(a) and 11.2.1(b) and where the duties of the kind performed in relation to the work continue to be required but another person has been appointed, or is to be appointed, to the same or substantially similar duties; or where the fixed-term contract commenced prior to 30 June 1998. The University, in a particular case, may make application to the Australian Industrial Relations Commission to have the general severance payment or retrenchment benefit payment prescription varied if it obtains acceptable alternative employment for the employee. Where an employee is entitled to a severance payment in accordance with paragraph 11.7(a) above, the following payments will apply: Up to the completion of 2 years 4 weeks pay 2 years and up to the completion of 3 years 5 weeks pay 3 years and up to the completion of 4 years 7 weeks pay 4 years and over 8 weeks pay
Sample 1
Severance Pay for Fixed-Term Employees. (a) A fixed-term employee whose contract of employment is not renewed at the expiry of the contract will be entitled to a severance payment in accordance with subclause 16.2.3(c) or (d) below, except where: (i) the employee was employed on a first fixed-term contract where the position is of a type described in subclauses 16.2.3(c)(i)-(iii), unless a position with the same or substantially similar duties continues to be required but another person has been appointed, or is to be appointed, to that position; or (ii) the employee was replacing another employee on leave or secondment from the workplace; or (iii) the employee was on a pre-retirement contract; or (iv) the position was one specifically designated for UNSW students; or (v) the position was a senior management position, being a position classified at Xxxxx 00 or above. (b) The University, in a particular case, may make application to the AIRC to have the severance payment entitlement varied if it obtains acceptable alternative employment for the employee.
Sample 1

Related to Severance Pay for Fixed-Term Employees

  • Fixed Term Employees The only terms of this Agreement that apply to employees who are not regular employees are those that are set out in Articles 31A, 32, 33 and 34. 31A.1 Articles 31A.2 to 31A.16 apply only to fixed-term employees other than seasonal, student and GO Temp employees.

  • Fixed Term Employment (1) An employee and an employer may agree that the employment of the employee will end: (a) At the close of a specified date or period; or (b) On the occurrence of a specified event; or (c) At the conclusion of a specified project. (2) Before an employee and employer agree that the employment of the employee will end in a way specified in subsection (1) the employer must: (a) Have genuine reasons based on reasonable grounds for specifying that the employment of the employee is to end in that way; and (b) Advise the employee of when or how his or her employment will end and the reasons for his or her employment ending in that way. (3) The following reasons are not genuine reasons for the purpose of subsection (2)(a): (a) To exclude or limit the rights of the employee under the Employment Relations Act 2000; (b) To establish the suitability of the employee for permanent employment.

  • Salaried Employees Employees in this unit who qualify for exemption from the FLSA overtime provisions based upon duties and who are receiving the Project Manager bonus, as provided for in this MOU, shall be treated as salaried employees, in accordance with the provisions of the FLSA as identified in LAAC section 4.113(b). Salaried employees may be assigned 5/40, 4/10 9/80 or other schedules at the discretion of Management. Notwithstanding any LAAC and MOU provisions, or other City department rules and regulations to the contrary, these employees shall not be required to record specific hours of work for compensation purposes, although hours may be recorded for other purposes. These employees will be paid the predetermined salary for each biweekly pay period, as indicated in the appropriate salary appendices, and shall not receive overtime compensation. Salaried employees shall not be subject to deductions from salary or any leave banks for absences from work of less than a full workday. This provision applies to occasional partial day absences from work which are authorized by the appropriate supervisor designated by management. This provision does not apply to long-term or recurring partial day absences (e.g., intermittent leave/reduced work schedule for purposes of Family/Medical Leave). Salaried employees shall not be subject to disciplinary suspension for a period of less than a workweek (seven days; half of the biweekly pay) unless based on violations of a safety rule of major significance. This requirement shall be superseded by the revised Department of Labor FLSA regulations pertaining to disciplinary suspensions of FLSA-exempt employees on the operative date of the FLSA regulations. The appointing authority of each City department may grant time off for hours worked due to unusual situations.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Public Employees Retirement System “PERS”) Members.

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Term Employees 9.1.2.1 A term employee is entitled to all employee benefits under Article 9 unless otherwise specified.

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Long-Term Compensation Including Stock Options, and Benefits, Deferred Compensation, and Expense Reimbursement.

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