Termination of Permanent Employment Sample Clauses

Termination of Permanent Employment. 7 Permanent classified employees shall be subject to personnel action (suspension without pay, 8 demotion, reduction of pay step in class, dismissal) only for cause. Discipline is defined as:
Sample 1
AutoNDA by SimpleDocs
Termination of Permanent Employment. Notice periods Both employers and employees have a minimum notice period of 6 months for permanent employment. An employee who has received notice of termination on account of a lack of work, is at least 55 years of age on the date of the notice of termination and has been employed for an uninterrupted period of 10 years is entitled to have the notice period extended by six months. Termination of employment on reaching the age given in Section 32a of the Swedish Employment Protection Act Irrespective of any previous notice period, the following applies to employees reaching the age* specified in Section 32 a of the Swedish Employment Protection Act. If the employer or the employee wants the employment to end at the end of the month in which the employee reaches the age specified in Section 32 a of the Swedish Employment Protection Act, the employer or the employee must give written notice of this at least two months before the employment is to end. After the employee has reached the age specified in Section 32 a of the Swedish Employment Protection Act, employment ends two months after written notice has been given. If an employee begins employment with the company after having reached the age specified in Section 32 a of the Swedish Employment Protection Act, the employment is terminated with notice in the same way as above. *68 years of age from 1 January 2020, 69 years of age from 1 January 2023.
Sample 1
Termination of Permanent Employment. Notice periods Both employers and employees have a minimum notice period of 6 months for permanent employment. An employee who has received notice of termination on account of a lack of work, is at least 55 years of age on the date of the notice of termination and has been employed for an uninterrupted period of 10 years is entitled to have the notice period extended by six months. Termination of employment on reaching the age given in Section 32a of the Swedish Employment Protection Act Irrespective of any previous notice period, the following applies to employees reaching the age* specified in Section 32 a of the Swedish Employment Protection Act. If the employer or the employee wants the employment to end at the end of the month in which the employee reaches the age specified in Section 32 a of the Swedish Employment Protection Act, the employer or the employee must give written notice of this at least two months before the employment is to end. After the employee has reached the age specified in Section 32 a of the Swedish Employment Protection Act, employment ends two months after written notice has been given. If an employee begins employment with the company after having reached the age specified in Section 32 a of the Swedish Employment Protection Act, the employment is terminated with notice in the same way as above. *68 years of age from 1 January 2020, 69 years of age from 1 January 2023. Note to the minutes 1 Employers may allow employment to be terminated without the employee observing the applicable notice period. Note to the minutes 2 Notice does not need to be given to the trade union in connection with the termination of employment on reaching the age specified in Section 32 a of the Swedish Employment Protection Act. There is no right of discussion. However, it is normally appropriate to raise the issue of termination of employment with the employee concerned before giving notice as described above.
Sample 1
Termination of Permanent Employment. Termination by the employer When terminating the employment of a permanent employee, the employer must observe a notice period of one month. If, at the time of termination, the employee has been employed by the employer for the past six months or for a total of at least twelve months during the past two years, the employer must observe a notice period of: two months if the employee has reached the age of 25 three " " " 30 four " " " 35 five " " " 40 six " " " 45 Note to the minutes If an employee whose employment has been terminated because of lack of work has reached the age of 55 years at the time of the notice of termination and at that time has been employed for an uninterrupted period of no less than 10 years, the notice period under this Agreement must be extended by six months. Termination by the employee When terminating their employment, an employee must observe a notice period of one month. If, at the time of termination, the employee has been employed by the employer for the past six months in a row and is also at least 30 years of age, they must observe a notice period of two months. If, at the time of termination, the employee has been employed by the employer for the past six years in a row and is also at least 30 years of age, they must observe a notice period of three months. For technical staff with performance-related activities, the period of notice given by the employee is two months if they are at least 25 years of age and three months if they are at least 30 years of age. An employee who fails to observe the notice period loses their accrued salary and annual leave paid in cash, up to a maximum amount equal to the salary for the part of the notice period not observed. Termination of employment on reaching the age given in Section 32a of the Swedish Employment Protection Act Irrespective of any previous notice period, the following applies to employees reaching the age* specified in Section 32 a of the Swedish Employment Protection Act. If the employer or the employee wants the employment to end at the end of the month in which the employee reaches the age specified in Section 32 a of the Swedish Employment Protection Act, the employer or the employee must give written notice of this at least two months before the employment is to end. After the employee has reached the age specified in Section 32 a of the Swedish Employment Protection Act, employment ends two months after written notice has been given. If an employee begins employment...
Sample 1
Termination of Permanent Employment. Termination by the employer When terminating the employment of a permanent employee, the employer must observe a notice period of one month. If, at the time of termination, the employee has been employed by the employer for the past six months or for a total of at least twelve months during the past two years, the employer must observe a notice period of: two months if the employee has reached the age of 25 three " " " 30 four " " " 35 five " " " 40 six " " " 45
Sample 1

Related to Termination of Permanent Employment

  • Permanent Employment (FULL - TIME & PART-TIME) For the purpose of this Agreement, permanent employees shall mean both full-time and part-time employees.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice.

  • 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.

  • Employment of Personnel Manager shall use its diligent efforts to investigate, hire, pay, supervise and discharge the personnel necessary to be employed by it to properly maintain, operate and lease the Property, including without limitation a property manager or business manager at the Property. Such personnel shall in every instance be deemed agents or employees, as the case may be, of Manager. Owner has no right of supervision or direction of agents or employees of Manager whatsoever; however, Owner shall have the right to require the reassignment or termination of any employee. All Owner directives shall be communicated to Manager’s senior level management employees. Manager and all personnel of Manager who handle or who are responsible for handling Owner’s monies shall be bonded in favor of Owner. Manager agrees to obtain and keep in effect fidelity insurance in an amount not less than Two Hundred Fifty Thousand Dollars ($250,000). All reasonable salaries, wages and other compensation of personnel employed by Manager, including so-called fringe benefits, worker’s compensation, medical and health insurance and the like, shall be deemed to be reimbursable expenses of Manager. Manager may allow its employees who work at the Property and provide services to the Property after normal business hours, to reside at the Property for reduced rents (or rent fee as provided in the Operating Budget) in consideration of their benefit to Owner and the Property, provided such reduced rents are reflected in the Annual Business Plan.

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • Employment of Disabled Workers The Union and the Employer acknowledge their obligations to accommodate certain individuals under the Human Rights Code of Ontario and agrees that this Collective Agreement will be interpreted in such a way as to permit those obligations to be discharged.

  • Refresh Provision for Permanent Employees Permanent Employees returning from LTD or workplace insurance leave to resume their regular working hours must complete eleven (11) consecutive working days at their regular working hours to receive a new allocation of sick/short-term disability leave. If the Employee has a recurrence of the same illness or injury, s/he is required to apply to reopen the previous LTD or WSIB claim, as applicable. The Local union and Local school board agree to continue to cooperate in the implementation and administration of early intervention and safe return to work processes as a component of the Short-Term Leave and Long-Term Disability Plans. In the event the Employee exhausts his/her sick/short-term disability leave allocation from the previous year and continues to work part-time, their salary will be reduced accordingly and a pro-rated sick/short-term allocation for the employee’s working portion of the current year will be provided. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours. Any changes to hours of work during a fiscal year shall result in an adjustment to the allocation.

  • Employment Status This Agreement does not constitute a contract of employment or impose upon Executive any obligation to remain as an employee, or impose on the Company any obligation (i) to retain Executive as an employee, (ii) to change the status of Executive as an at-will employee or (iii) to change the Company’s policies regarding termination of employment.

  • Severance Termination (a) Subject to 56.7 above, indeterminate employees on 4 June 2014 shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred sixty-five (365), to a maximum of thirty (30) weeks.

Time is Money Join Law Insider Premium to draft better contracts faster.