Sentences with phrase «employee on termination»

Under the Employment Standards Act, severance pay is defined and is an amount of money an employer needs to pay an employee on termination if certain conditions are met.

Not exact matches

Franchises have a number of controls to ensure uniformity, such as restrictions on goods and services you sell, suppliers, how you operate (hours, employee uniforms, signs, bookkeeping and accounting procedures), sales area (limited to a specific territory) and rights to termination and resale, and renewal.

Some companies deserve to be sued by an employee for wrongful termination, but a disturbing number of companies are victims of frivolous lawsuits initiated by employees eager to jump on the litigation bandwagon.

Dan Betts, author of the Employee Termination Guidebook, writes that even if you don't tell an employee directly that they're under review, they likely already know they're «on the bubble» and could bEmployee Termination Guidebook, writes that even if you don't tell an employee directly that they're under review, they likely already know they're «on the bubble» and could bemployee directly that they're under review, they likely already know they're «on the bubble» and could be fired.

Uber disclosed the terminations on Tuesday at a staff meeting at its San Francisco headquarters, according to an employee who attended the event but was not authorized to speak publicly about the matter.

Mr Drake - Brockman noted that an employee who was terminated or disadvantaged by an employer for a discriminatory reason - for example, on the basis of sex, race or disability - would still be able to access «unlawful termination» remedies under the new workplace relations laws or seek redress under State and Federal anti-discrimination laws.

Special items include expenses resulting directly from our business combinations and / or global restructuring, quality and operational excellence initiatives, including employee termination benefits, certain contract terminations, consulting and professional fees, dedicated project personnel, asset impairment or loss on disposal charges, certain litigation matters, costs of complying with our deferred prosecution agreement and other items.

Ms. Katz's agreement also contains obligations on her part regarding non-competition and non-solicitation of employees following the termination of her employment for any reason, confidential information and non-disparagement of us and our business.

«Your letter states that the Public Service Agency's review is directed solely at «the human resources and investigation processes and procedures» that led to the termination of the employment of a number of Ministry of Health employees in 2012, rather than being a review of the decisions themselves,» Adams wrote on Whitmarsh's behalf.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

Actual results may vary materially from those expressed or implied by forward - looking statements based on a number of factors, including, without limitation: (1) risks related to the consummation of the Merger, including the risks that (a) the Merger may not be consummated within the anticipated time period, or at all, (b) the parties may fail to obtain shareholder approval of the Merger Agreement, (c) the parties may fail to secure the termination or expiration of any waiting period applicable under the HSR Act, (d) other conditions to the consummation of the Merger under the Merger Agreement may not be satisfied, (e) all or part of Arby's financing may not become available, and (f) the significant limitations on remedies contained in the Merger Agreement may limit or entirely prevent BWW from specifically enforcing Arby's obligations under the Merger Agreement or recovering damages for any breach by Arby's; (2) the effects that any termination of the Merger Agreement may have on BWW or its business, including the risks that (a) BWW's stock price may decline significantly if the Merger is not completed, (b) the Merger Agreement may be terminated in circumstances requiring BWW to pay Arby's a termination fee of $ 74 million, or (c) the circumstances of the termination, including the possible imposition of a 12 - month tail period during which the termination fee could be payable upon certain subsequent transactions, may have a chilling effect on alternatives to the Merger; (3) the effects that the announcement or pendency of the Merger may have on BWW and its business, including the risks that as a result (a) BWW's business, operating results or stock price may suffer, (b) BWW's current plans and operations may be disrupted, (c) BWW's ability to retain or recruit key employees may be adversely affected, (d) BWW's business relationships (including, customers, franchisees and suppliers) may be adversely affected, or (e) BWW's management's or employees» attention may be diverted from other important matters; (4) the effect of limitations that the Merger Agreement places on BWW's ability to operate its business, return capital to shareholders or engage in alternative transactions; (5) the nature, cost and outcome of pending and future litigation and other legal proceedings, including any such proceedings related to the Merger and instituted against BWW and others; (6) the risk that the Merger and related transactions may involve unexpected costs, liabilities or delays; (7) other economic, business, competitive, legal, regulatory, and / or tax factors; and (8) other factors described under the heading «Risk Factors» in Part I, Item 1A of BWW's Annual Report on Form 10 - K for the fiscal year ended December 25, 2016, as updated or supplemented by subsequent reports that BWW has filed or files with the SEC.

And in the case of Wells Fargo, the activities had gone on for years and resulted in the termination of 5,300 employees, something a CEO would notice.

The letter asks each employee to acknowledge that they have received the «Separation Letter», which outlines the terms and conditions surrounding the termination of their employment with Target Canada and provides information on benefit coverage and the payment of regular wages throughout the notice period.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

The CIOT expresses support in its submission for the OTS» recommendations on simplifying employee benefits and expenses, and also backs the current OTS review of the taxation of termination payments and living accommodation.

In all, just 21 of 360 class sessions on managing personnel addressed employee compensation or termination.

We will not discriminate in employment, recruitment, advertisements for employment, compensation, termination, promotions and other conditions of employment against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veterans status, sexual orientation, gender identity or gender expression.

Since nurses from an agency are generally employed on a day - to - day basis, there is no problem of giving two weeks» notice with termination pay, as may be customary with other employees.

The OverDrive integration will allow for the checkout of ebooks from within Millennium or Sierra without jumping to the OverDrive interface; the June rollout of Decision Center, the company's new data - driven collection management tool that will compete with collectionHQ's product; a wave of hiring backed by the new investors, which has already increased the staff by 20 so far this year and will add another 40 by the end of the year (mostly in development and support), according to Massana, pushing the company past 400 employees; the creation of five «library relations managers» who serve as customer advocates at III; the complete integration of SkyRiver Technology Solutions into III along with the termination of SkyRiver's suit against OCLC on March 4.

The employee filed a charge claiming that her termination violated a provision of the National Labor Relations Act that protects concerted activity on behalf of employees to improve wages or working conditions.

Waterstone's experienced lawyers handle employment law issues for both employers and employees and are often called to advise on wrongful dismissal and termination, employment contracts, claims for overtime and unpaid wages or benefits, harassment and discrimination, and privacy and confidentiality issues.

Ms. Sanon also provides advice and counsel on a variety of workplace issues such as employee disabilities and medical leave, discipline, termination, reductions in force, noncompetition and separation agreements and affirmative action compliance.

Ms. Schreiber now focuses her practice on assisting employees of businesses of all sizes in claims regarding workplace discrimination, sexual harassment, retaliation, wrongful termination, unpaid wages, and numerous other employment disputes.

The Court held that the revelation of character cases can be roughly divided into three categories: i) where misconduct is extremely serious, sometimes bordering on criminal acts (e.g. theft or fraud), just cause for termination will usually exist; ii) where conduct reveals deceit, misrepresentation or misleading of employers, cause will likely be found; and iii) where there are errors in judgment or a failure to follow rules, it can not automatically be said that the employee was dishonest for the purposes of justifying summary dismissal.

Chris regularly advises both employees and employers on executive employment agreements, workplace policies, employment standards, termination of employment and human rights issues.

Keep in mind that disputes regarding an employee's termination while on leave arise quite often.

More recently, the courts have changed their position on this point; while a sale is still considered to result in termination of employment, the law presumes that an employee of the vendor who is hired by the purchaser is entitled to have his or her time spent in employment with the vendor taken into account for reasonable notice purposes, absent express agreement to the contrary.

Esther advises multi-national employer clients on the full range of HR issues that arise for their UK workforce, including drafting employee contracts and handbooks, handling conduct and performance issues, discrimination and whistleblowing issues, terminations and enforcement of restrictive covenants.

Employers operating in Ontario who «draw the circle» around employee rights and entitlements on termination should carefully review and ensure that their contractual termination clause complies with all aspects of statutory minimum standards, and in particular: (a) notice or pay in lieu, (b) benefits continuation during the notice period, (c) severance pay, if applicable, and (d) continued vacation accrual during the termination notice period.

Employment Standards staff administer and enforce the Employment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of employment.

Damaris Medina spoke on the Practice Management Track at the Urgent Care Association of America's (UCAOA) Spring Convention on «Smart Strategies for Employee Termination.»

In Howard the Ontario Court of Appeal awarded an employee whose employment was terminated 23 months into a five - year term damages reflecting the balance of the term on the basis that the contractual clause providing for early termination was unenforceable due to ambiguity.

Counseling services are also provided to national, regional and small businesses on employment and labor issues, including employee discipline, promotions, terminations and sexual harassment investigations.

At the same time, Rose says there is plenty that we don't know, such as whether or not it is safer for employers to use fewer words in a termination clause and avoid all - inclusive language, and whether, for public policy reasons, future court decisions will put an onus on employers to make clear to employees the differences between ESA entitlements and the common law before they sign ESA - only contracts.

She acts often on behalf of senior executives respecting their compensation, employment contracts or termination from employment, and on behalf of both employers and employees in respect of sensitive workplace investigations.

The effective date of termination for a summary dismissal is the date on which the employee is told...

Linda Luna Lara Works Hard and Wins Big For Workers Wronged By Employers Based on my personal experiences of witnessing the effects of a wrongful termination and the financial and emotional devastation it can cause on an individual and family I became wholeheartedly passionate about employee rights,» says Linda Luna Lara, Founding Partner at Lara & -LSB-...]

The breach of fiduciary duty claim, which relies on New York State law, alleges that the Mortmans stripped IQT, Ltd. of assets and prevented IQT, Ltd. from paying employees their termination entitlements.

The firm advised one of Asia's most prominent private equity firms on a dispute relating to a former employee's termination of employment and their alleged entitlement to carried interest; EFG International's proposed acquisition of BSI Bank Singapore's private banking business — a $ 1.3 bn (# 1bn) deal that would form one of the largest private banks in Switzerland; and a multi-million claim by a former c - suite executive against Noble Group for unpaid dividends, bonuses, stock options and shares.

Non-Compete: The Employee shall not, either during his or her employment or for a period of twelve (12) months following the termination of his or her employment for any reason including resignation, without the prior written consent of the Company, carry on, or be engaged in, or be concerned with, or interested in, or employed by, any person engaged in or concerned with or interested in a business which is the same as, or substantially similar to, or in competition with, the Company's business at the time of any such termination within a radius of seventy - five (75) kilometres from any Company or Affiliated Corporation office where the Employee was employed during the last twelve (12) months of his or her employment.

A severance agreement, also known as a separation agreement, is a contract between an employer and an employee establishing the terms on which the employee will leave upon termination.

Most of these statutes also require reinstatement at the end of a leave subject to one exception: an employer can terminate an employee who is on maternity leave if the reasons for the termination are unrelated to the leave.

We provide counsel on a variety of employee relations matters, including employment contracts, state and federal compliance, employee terminations and employee claims of every kind.

There are no rules requiring an employer to immediately inform an employee on leave that the job no longer exists, because technically the termination is not effective until the leave is over.

We are also on hand to advise on difficult situations involving individual employees, drafting and negotiating termination packages.

The Court first summarized the legal principles on termination, which allow an employment contract to be terminated at any time by either the employee or the employer for any reason.

New Brunswick Housing Corp., Re 2013 NBQB 150 Government Programs — Housing — Rental accommodation — Termination, forfeiture and reentry On November 22, 2012, the New Brunswick Housing Corp. (NB Housing) received Community Safety Warnings from an employee of the New Brunswick Department of Public Safety pursuant to the Safer Communities and Neighbourhoods Act with respect to certain public housing premises.

With respect to the issue of what happens if the employee becomes sick or injured subsequent to the termination of his employment, during which period of time he ought to have had coverage under an LTD policy, see my summary of the Brito case in the post The Requirement to Maintain Disability Benefits on Dismissal.

Whether you need an overtime pay attorney in Los Angeles, a wrongful termination lawyer in San Diego, or an employment discrimination lawyer in Southern California, our employment law firm tenaciously takes on current or former employers who engage in unlawful practices against employees.

In my opinion, complaining about working conditions publicly and outside of a unionization context breach the common (and civil) law duty of loyaly that employees owe to their employees and should be grounds for discipline, up to an including termination depending on the severity.