Sentences with phrase «given for your termination»

The thrust of your case is that, regardless of the stated reasons an employer gives for your termination, the real reason was impermissible discrimination.

Consider the reasons given for your termination — if the reason was based on business closure, that's something you couldn't have prevented.

Not exact matches

Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated benefits of advanced technologies and new products and services; (3) the scope, nature, impact or timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future timing and levels of indebtedness, including indebtedness expected to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any time due to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability to realize the intended benefits of organizational changes; (11) the anticipated benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of changes in U.S. trade policies or the U.K.'s pending withdrawal from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the merger) and to satisfy the other conditions to the closing of the pending acquisition on a timely basis or at all; (18) the occurrence of events that may give rise to a right of one or both of United Technologies or Rockwell Collins to terminate the merger agreement, including in circumstances that might require Rockwell Collins to pay a termination fee of $ 695 million to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating to the value of the United Technologies» shares to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company, to retain and hire key personnel.

For example, the expected timing and likelihood of completion of the proposed merger, including the timing, receipt and terms and conditions of any required governmental and regulatory approvals of the proposed merger that could reduce anticipated benefits or cause the parties to abandon the transaction, the ability to successfully integrate the businesses, the occurrence of any event, change or other circumstances that could give rise to the termination of the merger agreement, the possibility that Kraft shareholders may not approve the merger agreement, the risk that the parties may not be able to satisfy the conditions to the proposed transaction in a timely manner or at all, risks related to disruption of management time from ongoing business operations due to the proposed transaction, the risk that any announcements relating to the proposed transaction could have adverse effects on the market price of Kraft's common stock, and the risk that the proposed transaction and its announcement could have an adverse effect on the ability of Kraft and Heinz to retain customers and retain and hire key personnel and maintain relationships with their suppliers and customers and on their operating results and businesses generally, problems may arise in successfully integrating the businesses of the companies, which may result in the combined company not operating as effectively and efficiently as expected, the combined company may be unable to achieve cost - cutting synergies or it may take longer than expected to achieve those synergies, and other factors.

The firm reserves the right to terminate, at any time and for any reason, any registered user's access to this website, without giving notice of such termination to the user.

If any Shares remain outstanding after the date of termination, the Trustee thereafter shall discontinue the registration of transfers of Shares, shall not make any distributions to Shareholders, and shall not give any further notices or perform any further acts under the Trust Agreement, except that the Trustee will continue to collect distributions pertaining to Trust assets and hold the same uninvested and without liability for interest, pay the Trust's expenses and sell Bitcoins as necessary to meet those expenses and will continue to deliver Trust assets, together with any distributions received with respect thereto and the net proceeds of the sale of any other property, in exchange for Shares surrendered to the Trustee (after deducting or upon payment of, in each case, the fee to the Trustee for the surrender of Shares, any expenses for the account of the Shareholders in accordance with the terms and conditions of the Trust Agreement, and any applicable taxes or other governmental charges).

Heck give me a link to her filing a suit for wrongful termination.

Death becomes not the sheer destruction or obliteration of life but merely its termination, the setting of a limit to the total number of indestructible experiences that comprise a given life.49 Secondly, in urging upon man the principle that his actions help determine the nature of God's everlasting memory of him, it gives very powerful inducement to highly moral and unselfish living within a cosmic perspective.50 Finally, it affirms a cosmic basis for absolutely cherishing the worth of life's every moment, inasmuch as «each moment of life is an end in itself, and not just a means to some future goal.

there is no doubting that Arsene has helped to provide us with some incredible footballing moments in the formative years of his managerial career at Arsenal, but that certainly doesn't and shouldn't mean that he has earned the right to decide when and how he should leave this club... there have been numerous managers at each of the biggest clubs in Europe throughout the last decade who have waged far more successful campaigns than ours yet somehow and someway each were given their walking papers because they failed to meet the standards laid out by the hierarchy of their respective clubs... of course that doesn't mean that clubs should simply follow the lead of others, especially if clubs of note have become too reactionary when it comes to issues of termination, for whatever reasons, but there should be some logical discourse when it comes to the setting of parameters for a changing of the guard... in the case of Arsenal, this sort of discourse was largely stifled when the higher - ups devised their sinister plan on the eve of our move to the Emirates... by giving Wenger a free pass due to supposed financial constraints he, unwittingly or not, set the bar too low... it reminds me of a landlord who says he will only rent to «professional people» to maintain a certain standard then does a complete about face when the market is lean and vacancies are up... for those who rented under the original mandate they of course feel cheated but there is little they can do, except move on, especially if the landlord clearly cares more about profitability than keeping their word... unfortunately for the lifelong fans of a football club it's not so easy to switch allegiances and frankly why should they, in most cases we have been around far longer than them... so how does one deal with such an untenable situation... do you simply shut - up and hope for the best, do you place the best interests of those with only self - serving agendas above the collective and pray that karma eventually catches up with them, do you run away with your tail between your legs and only return when things have ultimately changed, do you keep trying to find silver linings to justify your very existence, do you lower your expectations by convincing yourself it could be worse or do you stand up for what you believe in by holding people accountable for their actions, especially when every fiber of your being tells you that something is rotten in the state of Denmark

If we terminate your use of the Service for any other reason then we will give you thirty (30) days notice of such termination.

Clearly, this book is to prove very relevant given the ongoing court cases across the country (see a prior post on these cases here) regarding teachers and the systems being used to evaluate them when especially (or extremely) reliant upon VAM - based estimates for consequential decision - making purposes (e.g., teacher tenure, pay, and termination).

(Sec. 1308) Revises requirements for termination of a state from the surface transportation project delivery program, increasing from 30 to 120 days the time DOT must give a state to take corrective action.

It isn't enough for the contract to give the author termination rights.

You should be aware that by exchanging the CSV for an annuity, you will be giving up the death benefit, and annuity contracts generally have fees and expenses, limitations, exclusions, and termination provisions.

4.3 Once notice of termination has been given, Members may not redeem Points for any flights scheduled to depart after the notice period expires.

Koch Media may terminate any Koch Media games, websites and / or services at any time by giving you notice of such termination within the time period specified when you joined the particular Koch Media service, or if no time period for notice of termination was specified, then within thirty (30) days of the date such notice is posted on the applicable Koch Media game, websites and / or service.

Instead of thanking, lauding, or just plain paying Jason and Vince for giving Activision the most successful entertainment product ever offered to the public, last month Activision hired lawyers to conduct a pretextual «investigation» into unstated and unsubstantiated charges of «insubordination» and «breach of fiduciary duty,» which then became the grounds for their termination on Monday, March 1st.»

Glacial terminations are indicated using Roman numerals in subscript (for example TI); Marine Isotope Stages (MIS) are given in italic Arabic numerals27.

64 (1) A landlord may give a tenant notice of termination of the tenancy if the conduct of the tenant, another occupant of the rental unit or a person permitted in the residential complex by the tenant is such that it substantially interferes with the reasonable enjoyment of the residential complex for all usual purposes by the landlord or another tenant or substantially interferes with another lawful right, privilege or interest of the landlord or another tenant.

Given that Mr. Singer's termination letter did not reference his bonus eligibility for that year and there were no documented performance issues, the Court held that he was entitled to a bonus payment equal to the average amount he previously received in years with similar profit.

First, if you are let go from your job without giving your employer cause for termination do not simply accept the first amount provided to you, even if it accords with the amount set out in the Canada Labour Code or Employment Standards Act, 2000.

(6) Where a collective agreement referred to in subsection (4) or (5) provides that it will continue to operate for a further term or successive terms if either party fails to give to the other notice of termination or of its desire to bargain with a view to the renewal, with or without modifications, of the agreement or to the making of a new agreement, a trade union may apply to the Board for certification as bargaining agent of any of the employees in the bargaining unit defined in the agreement during the further term or successive terms only during the last three months of each year that it so continues to operate, or after the commencement of the last three months of its operation, as the case may be.

It further held that MUMA «does not proclaim a sufficient public policy to give rise to a tort action for wrongful termination for authorized use of medical marijuana.»

In addressing the employee's dishonesty, the Court noted that «there is a significant difference, particularly when considering cause for termination, between an employee being dishonest with an employer and an employee giving an opinion, even an overly optimistic opinion, that turns out to be wrong.»

In the trial judge's view, Mr. Lau's prospects for reemployment were poor, given the damage to his reputation as a result of the employer's grounds for termination:

Regardless of whether the Notice of Termination is given for the landlord's own use under s. 48 or on behalf of a purchaser under s. 49, if the person who claimed to require possession under those sections fails to occupy the rental unit «within a reasonable time after the former tenant vacated the rental unit» (s. 57 (1) RTA), the landlord will be liable under the RTA for failing to give a «good faith» notice of termination and will be liable to significant financial penalties payable to a former tenant and to the Landlord and Tenant Board under s. Termination is given for the landlord's own use under s. 48 or on behalf of a purchaser under s. 49, if the person who claimed to require possession under those sections fails to occupy the rental unit «within a reasonable time after the former tenant vacated the rental unit» (s. 57 (1) RTA), the landlord will be liable under the RTA for failing to give a «good faith» notice of termination and will be liable to significant financial penalties payable to a former tenant and to the Landlord and Tenant Board under s. termination and will be liable to significant financial penalties payable to a former tenant and to the Landlord and Tenant Board under s. 57 (3) RTA.

The main factor driving that relatively lengthy notice period was the «public» reasons RBC gave for Mr. Lau's termination, which made it more difficult for Mr. Lau to find replacement employment.

Most standard form contracts provide for a series of notices to be given (to enable the party in default to remedy breaches) before a termination can become effective.

Is part c of this article really appropriate for the outstanding balance (owed to the tenant), given that the root cause is the erroneous charge of the early termination fee, rather than a refusal to refund the security deposit per se?

It appears that the Employer wanted to be absolutely sure that the notice was property served, and as a result the notice of termination was sent to the address for service given in the contract and a number of other addresses connected to the Contractor.

Section 54 says that an employer shall not terminate the employment of an employee who has been continuously employed for three months or more unless the employer (a) has given to the employee written notice of termination in accordance with section 57 or 58 and the notice has expired; or (b) provides the employee with a payment in lieu of notice as prescribed by section 61.

Given the Courts decision in Keenan v Canac, it is more important than ever for both employees and employers to seek employment law advice not only upon termination but also at the initiation of an employment relationship.

(d) Upon termination of representation, a lawyer shall take steps to the extent reasonably practicable to protect a client's interests, such as giving reasonable notice to the client, allowing time for employment of other counsel, surrendering papers and property to which the client is entitled and refunding any advance payment of fee or expense that has not been earned or incurred.

From this link - give the tenant a non-payment termination notice, signed by yourself and including the address of the premises, the date the tenant needs to vacate (at least 14 days out) and the grounds for notice being non-payment of rent.

Where a collective agreement referred to in subsection (2) or (3) provides that it will continue to operate for any further term or successive terms if either party fails to give to the other notice of termination or of its desire to bargain with a view to renewal, with or without modifications, of the agreement or to the making of a new agreement, another trade union may apply to the board for certification as bargaining agent of any of the employees in the bargaining unit defined in the agreement during the further term or successive terms only during the last two months of each year that it so continues to operate, or after the commencement of the last two months of its operation, as the case may be.

The judge stated that this was a «pure point of principle» and reviewed at length the authorities on whether a claim for damages for loss of bargain was necessarily bad in law given the terms of the termination letter.

If the employee is terminated for «just cause» the employer does not have to give notice or termination pay.

The issue before us arises because the Plaintiffs also contend that the Defendant's conduct is part of an ongoing corporate strategy for getting rid of unwanted employees without giving proper notice of termination, as already disclosed in prior court proceedings.

Relying on established case law on the intersection between the distress remedy and termination, the Court stressed that for any given breach a landlord may elect to terminate or affirm the lease.

All employees who have been employed continuously for more than three months are entitled to termination notice or pay if notice is not given.

For its part, Ainsworth, the employer, argued that he had been given 15 months» working notice of termination and, if he found new employment during that time, he would be taken to have resigned and Ainsworth's only remaining financial obligation would be to «top up» his income for the remainder of the notice period if it was lower than his income at AinsworFor its part, Ainsworth, the employer, argued that he had been given 15 months» working notice of termination and, if he found new employment during that time, he would be taken to have resigned and Ainsworth's only remaining financial obligation would be to «top up» his income for the remainder of the notice period if it was lower than his income at Ainsworfor the remainder of the notice period if it was lower than his income at Ainsworth.

In the case of the rabbi, as with many other cases in the genre of «ministerial exception,» the court simply refuses to second - guess the religious institution's reason for the termination, even where it gives no justification at all.

Instead, the Code gave employees a mechanism for seeking redress when they believe that their termination from employment was unjust, such as when they are not provided appropriate notice or when the reason for their dismissal is discriminatory.

Notice of Objection If the landlord gives the tenant notice that he or she is ending the tenancy for any of the reasons listed above, that notice will not be effective if the tenant gives the landlord a notice, in writing, stating that he or she objects to the landlord's notice of termination or pays the rent if non-payment was the reason for the notice.

Months later, the client chose to stop working with the plaintiff, who was then benched for the next four months before the defendant gave him notice of termination.

In some cases, employers give no reasons whatsoever for the termination.

Given the many developments in this area over the last year, including the various pronouncements related to this issue by the Ontario Court of Appeal, employers that have not already done so would be well advised to turn their minds to ensuring that their termination clauses in employment agreements for existing and new employees are enforceable and will achieve the desired result on termination of employment.

This meant that all claims for termination and resultant income loss, both by statute and by common law commenced on May 12, 2015, the date on which official notice was given to the Ministry.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

This decision signals that the failure to file a Form 1 contemporaneously with the giving of notice of mass termination may have costly implications for employers.