Sentences with phrase «lieu of notice at»

Not exact matches

He wants damages for not going on leave for 23 years and loss of gross salary at GHC3, 574.50 per month, multiplied by three months in lieu of notice.

Those sacked on 9 February had payment in lieu of notice (PILON) which workers did not agree to because it closes off the opportunity to seek redeployment at the Commission or elsewhere in the civil service.

In accordance with Article I, Section 7 (C) of the CuraGen By - laws, the DellaCamera Fund hereby delivers this Solicitation Notice to CuraGen for the purpose of nominating the two (2) individuals (the «Stockholder Nominees «-RRB- specified below for election as Class II Directors of CuraGen at the 2009 Annual Meeting (or a special meeting held in lieu thereof).

On the same date, Tang Capital Partners, LP also delivered a notice (the «Notice») to [VNDA] of its intention to take the following actions at the 2009 Annual Meeting of Stockholders, or any other meetings of stockholders held in lieu thereof, and any adjournments, postponements, reschedulings or continuations thnotice (the «Notice») to [VNDA] of its intention to take the following actions at the 2009 Annual Meeting of Stockholders, or any other meetings of stockholders held in lieu thereof, and any adjournments, postponements, reschedulings or continuations thNotice») to [VNDA] of its intention to take the following actions at the 2009 Annual Meeting of Stockholders, or any other meetings of stockholders held in lieu thereof, and any adjournments, postponements, reschedulings or continuations thereof:

2 (2) In the event we wish to terminate your employment without just cause, we agree that we will give you notice of the termination of your employment, or at our absolute discretion, we will pay you, in lieu of such notice, a severance payment equal to the wages only that you would have received during the applicable notice period.

For example, if an employment contract provides for less than the statutory minimum entitlements that result from terminating employment, then the employer will become liable for payment in lieu of reasonable termination notice at common law — often far exceeding the statutory minimums.

At trial, the employee sought remedies for wrongful dismissal, including damages for reasonable pay in lieu of notice.

Absent a serious fault (in Quebec) or just cause for dismissal, minimum statutory written notice or pay in lieu of notice, is required for every terminated employee with more than three consecutive months (in British Columbia and Quebec), or three months (in Ontario and Alberta) of service on a scale increasing with service up to at least eight weeks of notice.

At trial, the plaintiff sought pay in lieu of common law «reasonable notice» and argued that his written contract was unenforceable for two reasons: the contract allowed for termination without notice in case of «continuing incapacity considered permanent» (based on legislation that was later amended) and allowed for termination on only 15 days» notice even though his service at the time entitled him to much more than 15 days» notice under the ESAt trial, the plaintiff sought pay in lieu of common law «reasonable notice» and argued that his written contract was unenforceable for two reasons: the contract allowed for termination without notice in case of «continuing incapacity considered permanent» (based on legislation that was later amended) and allowed for termination on only 15 days» notice even though his service at the time entitled him to much more than 15 days» notice under the ESat the time entitled him to much more than 15 days» notice under the ESA.

In any event, in Ontario, almost any employee can be terminated at any time, no matter the reason, but only with appropriate notice or pay in lieu of notice.

The reference to notice in paragraphs 9 (b) and (c) can, at the Company's option, be satisfied by our provision to you of pay in lieu of such notice.

By operation of sections 5, 54, and 57 of the Employment Standards Act, 2000, he was owed at least one week's notice of termination or pay in lieu thereof.

It confirms that the court can grant judgment prior to the expiry of the reasonable notice period - as in this case, the court awarded 17 months of pay in lieu of reasonable, despite the fact that Mr. Paquette had only been out of work for 7 months at the time.

In contrast to common law reasonable notice, an employee's notice entitlements under the ESA are capped at eight (8) weeks» notice or pay in lieu of notice.

Her employment was governed by a written contract, which stated that she would be required to complete a six month probationary period, and that, at any time, she could be dismissed for cause without notice or pay in lieu of notice.

Does the contract stipulate the period of notice or compensation in lieu of notice that must be provided at the time of termination and, if so, does the termination clause meet the minimum requirements prescribed under Ontario's Employment Standards Act?

Although at present this decision is somewhat of an outlier, employers should be aware that damages in lieu of reasonable notice for long - service employees — particularly those in supervisory roles whose age and specialization may make alternative employment harder to find — could exceed the traditional 24 - month «ceiling».

If the Code did not exist, employers could, under common law, dismiss non-unionized employees at any time, as long as they provided reasonable notice or pay in lieu of notice.

(b)[Sifton] may terminate your employment without cause at any time by providing you with notice or payment in lieu of notice, and / or severance pay, in accordance with the Employment Standards Act of Ontario.

If the working notice period provided is sufficient, at the conclusion of the working notice period the employee's employment will not be entitled to further notice of dismissal or pay in lieu of notice.

In short, a finding that the employee has been constructively dismissed entitles the employee, at a minimum, to payment in lieu of notice.

[The Company] is entitled to terminate your employment at any time without cause by providing you with 2 weeks» notice of termination or pay in lieu thereof for each completed or partial year of employment with the Company.

In consideration of what is under this provision, the employee expressly waives any claim against the Employer, in the event of termination of employment, all other amounts whatsoever for damages, compensation in lieu of notice or in any other capacity whatsoever by reason of termination of employment, except for wages, vacation pay and other benefits earned and unpaid at the time of 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.

From the respondent's written and oral submissions at trial, it is apparent that the respondent [employer] accepted that it had the onus to demonstrate, on a balance of probabilities, that it had just cause to terminate the appellant's employment without notice or compensation in lieu of notice.

At trial, the judge held the contract of employment had not been frustrated due to the employee's failure to obtain the legally required licence, and the casino was obligated to provide pay in lieu of notice of dismissal.

At the time of his dismissal from employment, Mr. Wellman was provided with two weeks pay in lieu of notice, ostensibly in accordance with the terms of his employment contract with The Herjavec Group.

Accordingly, there is at least an argument that the limitation period for wrongful dismissal claims may not start to run until the employee discovers or ought to have discovered that he or she had not received adequate notice of termination or pay in lieu of notice.

Calculating pay in lieu of reasonable notice, as Justice John Laskin once wrote, is «an art not a science» (Minott v O'Shanter Development, [1999] OJ No 5 (OCA), but employment lawyers are reasonably good at predicting a range of outcomes based on precedent.