Common use of TERMINATING EMPLOYMENT WITHOUT NOTICE Clause in Contracts

TERMINATING EMPLOYMENT WITHOUT NOTICE. The company may terminate the employment without giving notice if the employee’s conduct is inconsistent with the continuation of the contract of employment. Conduct of an employee that may, depending on the circumstances, justify termination of the employee’s employment without notice includes, but is not limited to, the following examples: • failure to follow a reasonable and lawful direction • being negligent or careless including intentionally altering, modifying or damaging software and equipment • policy, standards, rules, procedures and code of conduct (eg divulging trade secrets to a competitor or client) • unauthorised removal or wilful destruction of the company’s property • fraud or attempted fraud against the company for example, falsification of your timesheet • working under the influence of alcohol and/or illegal substances or intoxicants • possession, consumption, use, or sale of illegal substance or intoxicants at the workplace • deliberate acts of negligence or serious breaches of workplace, health, and safety • conviction of serious crimes • all forms of discrimination and sexual harassment. Upon ceasing employment, the employee shall immediately return to the employer all documents, papers, plans, drawings, equipment, materials, keys and other property, in their possession, custody or control as a consequence of that employment. The Employee will be stood down without remuneration while any investigation is pending.

TERMINATING EMPLOYMENT WITHOUT NOTICE. The company Company may terminate the an employee’s employment without giving notice if the employee’s conduct is inconsistent with the continuation of the contract of employment. Conduct of an employee that may, depending on the circumstances, justify termination of the employee’s employment without notice includes, but is not limited to, the following examples: • failure or refusal to follow a reasonable and lawful direction direction; and/or • being negligent or careless including intentionally altering, modifying or damaging software and equipment or product of the company; and/or • policywilfully contravening or failing to comply with the company’s policies, standards, rules, procedures and code of conduct (eg e.g. divulging trade secrets to a competitor or client) ); and/or • unauthorised removal or wilful destruction of the company’s property property; and/or • fraud or attempted fraud against the company for example, falsification of your timesheet a timesheet; and/or • working under the influence of alcohol and/or illegal substances or intoxicants intoxicants; and/or • possession, consumption, use, or sale of illegal substance or intoxicants at the workplace workplace; and/or • deliberate acts of negligence or serious breaches of workplace, health, and safety safety; and/or • conviction of serious crimes crimes; and/or • all forms of discrimination and sexual harassment. Upon ceasing employment, the employee shall immediately return to the employer all documents, papers, plans, drawings, equipment, materials, keys and other property, in their possession, custody or control as a consequence of that employment. The Employee will be stood down without remuneration while any investigation is pending. Such investigation will be carried out by the Company as soon as practicable.