TERMINATION OF AN EMPLOYMENT CONTRACT AND LAYOFF FOR A REASON Sample Clauses

TERMINATION OF AN EMPLOYMENT CONTRACT AND LAYOFF FOR A REASON. ATTRIBUTABLE TO THE EMPLOYEE OR RELATED TO HIS OR HER PERSON 7 § GROUNDs FOR TERMiNATiNG AN EMPLOYMENT cONTRAcT AND LAYOFF Grounds for dismissal An employer may not terminate an employee’s employment contract for rea- sons attributable to the employee or related to his or her person, unless the reasons are proper and weighty, as explained in Chapter 7, sections 1–2 of the Employment Contracts Act. Instructions for application: Proper and weighty reasons include reasons attributable to the employee, such as neglecting one’s duties, violation of orders issued by the employer within its supervisory rights, unwarranted absences from work, and obvious carelessness at work.
Sample 1
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TERMINATION OF AN EMPLOYMENT CONTRACT AND LAYOFF FOR A REASON. ATTRIBUTABLE TO THE EMPLOYEE OR RELATED TO HIS OR HER PERSON 7 § Grounds for terminating an employment contract and layoff Grounds for dismissal An employer may not terminate an employee’s employment contract for rea- sons attributable to the employee or related to his or her person, unless the reasons are proper and weighty, as explained in Chapter 7, sections 1–2 of the Employment Contracts Act. Instructions for application: Proper and weighty reasons include reasons attributable to the employee, such as neglecting one’s duties, violation of orders issued by the employer within its supervisory rights, unwarranted absences from work, and obvious carelessness at work.
Sample 1

Related to TERMINATION OF AN EMPLOYMENT CONTRACT AND LAYOFF FOR A REASON

  • TERMINATION OF EMPLOYMENT CONTRACT A. This Contract shall terminate, the Superintendent's employment will cease, and no compensation shall thereafter be paid, under any one of the following circumstances:

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Leave When Employment Terminates 31.7.1 Except as provided in sub-clause 31.7.3, when the employment of an employee is terminated for any reason, the employee or his estate shall, in lieu of earned but unused vacation leave, be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave by the daily rate of pay applicable to the employee immediately prior to the termination of his employment.

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • TERMINATION FOR CAUSE BY CONTRACTOR 4.06.1 Contractor may terminate its performance under this Agreement only if the City defaults and fails to cure the default after receiving written notice of it. Default by the City occurs if the City fails to perform one or more of its material duties under this Agreement. If a default occurs and Contractor wishes to terminate the Agreement, then Contractor must deliver a written notice to the Director describing the default and the proposed termination date. The date must be at least 30 days after the Director receives the notice. Contractor, at its sole option, may extend the proposed termination date to a later date. If the City cures the default before the proposed termination date, then the proposed termination is ineffective. If the City does not cure the default before the proposed termination date, then Contractor may terminate its performance under this Agreement on the termination date

  • Termination of Services 6.2. To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as:

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Resolving an Employment Relationship Problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.

  • Employee’s Termination The Employee ☐ *shall ☐ shall not have the right to terminate this Agreement. *If allowed, the Employee shall be required to provide at least days’ notice. If the Employee should terminate this Agreement before the expiration date, he or she shall be entitled to severance, equal to their pay at the time of termination, for a period of .

  • Termination of Service Termination of Service shall mean the Executive's voluntary resignation of service by the Executive or the Bank's discharge of the Executive without cause, prior to the Early Retirement Date (Subparagraph I [K]).

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