Sentences with phrase «following termination of an employee»

In this video, Justin Winch speaks with human resource professionals about Employee Bonuses specifically bonuses as they need to be paid following termination of an employee and other related employment law issues.

Not exact matches

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.

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.

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

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

VALHALLA (12/09/2010)(readMedia)-- CSEA, the union representing over 1,400 workers at Westchester Medical Center, today announced its success in preventing management from the Westchester County Health Care Corporation from following through with retaliation against an employee who successfully sued the hospital for illegal termination of her job.

There is no pro rata division of liability for termination pay between vendor and purchaser; the purchaser is responsible for the whole of the obligation if it employs the vendor's employee following the sale.

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.

Under the common law, the sale of a business results in the termination of employment of the employees of the selling employer, even if they are employed by the purchaser following the sale.

For employers with the motivation to diminish the amount of severance paid, better yet, to a mediocre employee, I offer the following eight tips to ensure a valid and enforceable termination provision.

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.

Guide Summary: Termination of Employment As an employer, are you following HR bests practices when it comes to employee dismissals to prevent any legal challenges from occurring?

It has come to our attention that Human Resources and Skills Development Canada (HRSDC) has written to some former employees who were in receipt of employment insurance benefits following their termination from Canwest to advise that the $ 1,000.00 cash payment will be used to entirely or partly repay employment benefits received from EI.

All of which is to say that the amount of money to which a dismissed employee may be entitled following termination is complicated.

In Markoulakis v SNC - Lavalin Inc., the Ontario Superior Court of Justice concluded after considering the Bardal factors that long - serving employee Eftihios (Ed) Markoulakis was entitled to 27 months of common law reasonable notice following his termination from a senior role at SNC - Lavalin.

To avoid paying out termination packages to long service employees the companies followed a strategy of deliberately creating a hostile working environment in the hope the employees would quit.

Clauses in employment agreements that preclude an employee from competing with the employer following termination of employment will be struck down as an unlawful restraint on trade and contrary to public policy, unless they can be justified on the basis of reasonableness.

Generally, it's best to include the following information in the reports: • Name of employee • Reason for the disciplinary action or termination • Supporting evidence for the behavior and action, citing previous records if possible All emails and recordings as well as other documents that demonstrate the employee's behavior or support reasons for termination should also be saved.

The company's charter and bylaws, board committee charters, and employee handbooks may also contain provisions with regard to procedures to be followed in the event of termination, such as who has the authority to negotiate terms, how to effect notification, and the amount of say the CEO has in the process.

In a recent 2016 decision, the Supreme Court of British Columbia ruled in favour of the Plaintiff - employee, awarding him pay in lieu of reasonable notice following a termination.

At Zeilikman Law we are often confronted with the following situation: an employee has just been dismissed by their employer and as part of their termination they have been offered a severance package.

Obtained temporary restraining order for client in matter involving former employee's retention of sensitive, confidential patient health information following termination of employment in a Dallas, Texas district court.

The potential pitfalls of fixed - term contracts: In Howard v. Benson Group Inc. (The Benson Group Inc.)[2], the Ontario Court of Appeal ordered an employer to pay a former employee 37 months of salary and benefits following termination — after only 23 months of employment.

In its recent decision in Ozorio v. Canadian Hearing Society, the Ontario Superior Court of Justice awarded 24 months» notice to a 60 - year - old employee following her termination.

With respect to entitlement on termination of employment, the employment contract provided as follows for a without - cause termination: Regular employees may be terminated at any time without cause upon being given the minimum period of notice prescribed by applicable legislation, or by being paid salary in lieu of such notice of as may otherwise be required by applicable legislation.

These provisions will usually say something like this: «For the term of this agreement and for a period of XX month following the termination of this agreement, however arising, the employee agrees not to work for any competing business.»

Marlene also has experience of successfully representing employees who face injunctive proceedings following the alleged breach of post termination restrictions and the alleged theft of confidential information.

[vi] See British Columbia (Public Service Employee Relations Commission) v. British Columbia Government Service Employees» Union, [1999] 3 S.C.R. 3 («Meiorin») at para 3, where the Supreme Court allowed an appeal and restored the arbitrator's decision to reinstate an employee, Nilsson v. University of Prince Edward Island, [2013] P.E.I.H.R.B.I.D. No. 2 where the Board of Inquiry ordered a professor reinstated following a finding of age discrimination, Matheson v. Presbytery of Prince Edward Island and Others, [2007] P.E.I.H.R.B.I.D. No. 1 where the Board of Inquiry ordered reinstatement eleven years after the breach of the Human Rights Act had occurred, and, Fair v. Hamilton - Wentworth District School Board, 2013 HRTO 440 where the Tribunal ordered the applicant reinstated to an alternative position almost nine years following her termEmployee Relations Commission) v. British Columbia Government Service Employees» Union, [1999] 3 S.C.R. 3 («Meiorin») at para 3, where the Supreme Court allowed an appeal and restored the arbitrator's decision to reinstate an employee, Nilsson v. University of Prince Edward Island, [2013] P.E.I.H.R.B.I.D. No. 2 where the Board of Inquiry ordered a professor reinstated following a finding of age discrimination, Matheson v. Presbytery of Prince Edward Island and Others, [2007] P.E.I.H.R.B.I.D. No. 1 where the Board of Inquiry ordered reinstatement eleven years after the breach of the Human Rights Act had occurred, and, Fair v. Hamilton - Wentworth District School Board, 2013 HRTO 440 where the Tribunal ordered the applicant reinstated to an alternative position almost nine years following her termemployee, Nilsson v. University of Prince Edward Island, [2013] P.E.I.H.R.B.I.D. No. 2 where the Board of Inquiry ordered a professor reinstated following a finding of age discrimination, Matheson v. Presbytery of Prince Edward Island and Others, [2007] P.E.I.H.R.B.I.D. No. 1 where the Board of Inquiry ordered reinstatement eleven years after the breach of the Human Rights Act had occurred, and, Fair v. Hamilton - Wentworth District School Board, 2013 HRTO 440 where the Tribunal ordered the applicant reinstated to an alternative position almost nine years following her termination.

As a result of this decision, it is now clear that employees who are regulated under Part III of the Canada Labour Code can not, following their first year of employment, simply be provided with termination notice or pay in lieu, absent a compelling reason for terminating the employment relationship.

In Wallace v. United Grain Growers Ltd., the Supreme Court of Canada noted that a refusal to provide a former employee with a letter of reference following the termination of his or her employment would constitute bad faith or unfair dealings in the manner of dismissal — and therefore could be used as evidence in support of a damages claim.

Worked with HR VP and HR Consultants on examination of existing open cases during the reduction in force due to company merger, to ensure all applicable guidelines and laws were appropriately followed for those employees recommended for termination

• Accurately processed payroll as well as monitored vacation / benefit accruals independently • Actively managed wage garnishments and processed termination checks • Accepted accountability for the overall teamwork and stood responsible for meeting the deadlines • Assisted HR department with compensation and benefits for payroll related tasks like processing benefits premiums, wage ceilings, long term disability claims, life insurance, group health insurance, fringe benefits, and overtime pay analysis • Assisted internal and external auditing procedures related to payroll by following company standards and policies • Monitored and reviewed complete payroll accounts for verification of accuracy and in case of any discrepancies made appropriate corrections and updates, at the end of every month • Communicated effectively with all staff responding to their requests and inquiries related to payroll information • Correctly made payroll related general ledger journal entries for each record • Created and dispersed payroll vouchers to the company employees every month on the pay day • Created benefit audits and reports for terminated / retired employees • Maintained perfect reconciliations of balance sheet accounts related to the payroll • Executed special research projects regarding payroll management and for detailed analysis of financial facets of payroll • Gave suggestions to the management for the policy and procedure updates and refreshers related to payroll management and its financial aspects • Organized and maintained outstanding payroll checks and lists in coordination with the HR department • Managed contacts and communicated regularly with all the internal and external stakeholders ensuring effective flow of information • Organized files, accounts, ledgers, records, employee books for payroll documents and other related purposes • Prepared SDLs — Salary Distribution Journals and other distribution journals every month for payroll accounts • Processed and prepared corporate payroll using Pay Expert Application, managing all paperwork for the wire transfers and generated return funds • Processed payroll changes for new hires and terminations ensuring accuracy and timeliness of the process • Proficiently used PRG (Millennium) payroll and TMx labor scheduling software applications for effective payroll management • Resolved all issues related to payroll tax payments and reported after every pay run making sure that all filings were accurately represented by the tax service provider • Reconciled tax payments for federal, state and local payroll as well as returns for multiple authorities on monthly basis.