Unfair Dismissal Sample Clauses
Unfair Dismissal. For the purpose of this clause, termination of employment shall include termination with or without notice. Termination on the ground of race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute an unlawful termination of employment.
Unfair Dismissal. 7.5.1 An employee suspended from duty as a result of disciplinary action will continue to be paid his or her normal weekly pay during the period of suspension.
7.5.2 Termination of employment will not be harsh, unjust or unreasonable. This applies equally to terminations with or without notice.
7.5.3 Employees retain the right of appeal before NSW Industrial Relations Commission.
Unfair Dismissal. Termination of employment by the Employer will not be harsh, unjust or unreasonable. For the purpose of this Clause, termination of employment shall include termination’s with or without notice. Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirement of a particular position, termination on the grounds of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political option, national extraction or social origin shall constitute harsh, unjust or unreasonable termination of employment. An employee’s employment shall not be terminated for one or more of the following reasons: temporary absence from work because of illness or injury; union membership or non-union membership or participation in legal union activities; seeking office for and/or acting as an employee representative.
Unfair Dismissal a redundancy payment whether statutory or other;
Unfair Dismissal. Nothing in this Clause shall be taken as in any way conferring a right or remedy in relation to the termination of employment of an employee for a reason that is harsh, unjust or unreasonable.
Unfair Dismissal. The Company shall not unfairly, harshly or unreasonably dismiss an employee. Any dispute relating to termination of employment shall be determined in accordance with clause 21.
Unfair Dismissal. 38.1.1 Termination of employment by Vision Super will be in accordance with prevailing legislative requirements.
38.1.2 For the purposes of this clause, termination of employment shall include terminations with or without notice.
Unfair Dismissal. This clause is to be applied in conjunction with the relevant provisions of the Fair Work Act (Part 3-2- Divisions Sec 379-405)
B.1 This schedule applies to school-based apprentices. A school-based apprentice is a person who is undertaking an apprenticeship in accordance with this schedule while also undertaking a course of secondary education.
B.2 A school-based apprenticeship may be undertaken in the trades covered by this award under a training agreement or contract of training for an apprentice declared or recognised by the relevant State or Territory authority.
B.3 The relevant minimum wages for full-time junior and adult apprentices provided for in this award, calculated hourly, will apply to school-based apprentices for total hours worked including time deemed to be spent in off-the-job training.
B.4 Where an apprentice is a full-time school student, the time spent in off-the-job training for which the apprentice must be paid is 25% of the actual hours worked each week on-the-job. The wages paid for training time may be averaged over the semester or year.
B.5 A school-based apprentice must be allowed, over the duration of the apprenticeship, the same amount of time to attend off-the-job training as an equivalent full-time apprentice.
B.6 For the purposes of this schedule, off-the-job training is structured training delivered by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on the job.
B.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed six years.
B.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression for each two years of employment as an apprentice.
B.9 The apprentice wage scales are based on a standard full-time apprenticeship of four years (unless the apprenticeship is of three years duration). The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.
B.10 If an apprentice converts from school-based to full-time, all time spent as a full- time apprentice will count for the purposes of progression through the relevant wage scale in addition to the progression achieved as a school-based apprentice.
B.11 School-based apprentices are entitled pro rata to all of the other conditions in this award. Schedule C Wo...
Unfair Dismissal. 1Where the employer decides to dismiss an employee, the employee shall be given notice and shall be given the opportunity to appeal to an independent Arbitrator under this clause. Where the employee chooses to appeal the decision of the employer the notice period shall be automatically extended until after the Arbitrator has made a decision in relation to the appeal.
Unfair Dismissal. (i) What was the principal reason for dismissal and was it a potentially fair one in accordance with sections 98(1) and (2) of the Employment Rights Act 1996 (“ERA”)? The respondent asserts that it was a reason relating to the claimant’s capability.
(ii) If so, was the dismissal fair or unfair in accordance with ERA section 98(4), and, in particular, did the respondent in all respects act within the so-called ‘band of reasonable responses’?
(iii) The claimant relies on the following as making her dismissal unfair: a)The decision that the claimant was incapable of doing her work was unjustified.