Sentences with phrase «month termination notice»

Learndirect was hit with an «inadequate» grade from Ofsted for its ESFA funded provision over the summer, but the DfE chose not to serve it with the three - month termination notice that would typically be expected after a grade four.

Not exact matches

Maricann has not received an official notice of termination for the bought - deal offering announced last month, but said it has been advised orally by the underwriters that they are not prepared to proceed.

A former Albany County sheriff's sergeant who was facing termination when he resigned two months ago has filed a notice of claim against the sheriff and county attorney, accusing them of violating a «confidential» settlement agreement related to his abrupt departure.

The agreement should also include a termination clause, which allows for either party to terminate the agreement, usually with a month's prior notice.

If Audible does not commence selling the Audiobook within 3 months after its receipt of your written notice, (a) this Agreement will automatically terminate and all rights in the Book and the Audiobook granted to Audible in this Agreement will revert to you and (b) if you agreed to the royalty share payment option with the Producer for production of the Audiobook, Audible will pay the Producer a termination fee of $ 100 times the actual number of finished hours (in 10 minute increments) in the deal confirmation page; up to a maximum of $ 2,500 as full payment for the Producer's services in creating the Audiobook.

The briskness of the «Urgent» notice, the immediate cease of points purchases and the already final end - date only a couple months away came like slaps to the face, and the frequent use of the word «termination» isn't exactly friendly either.

• Loss of income, employment or both that totaled at least 20 percent of previous earnings for at least six months — including copies of applicable termination notices or changes in employment status

Except in the event of insolvency of British Airways or AGL, each of British Airways and AGL will use its reasonable endeavours to give at least six months» notice to Members prior to termination.

In a helpful decision for employers looking to minimize wasteful litigation (Frith v. Cable Birdge Enterprises Limited, 2013 ONSC 6436), an Ontario Divisional Court Judge overturned a trial court judge's decision that a plaintiff could puruse her employer for termination pay (notice and severance) before the Ontario Ministry of Labour (MOL) and the Superior Court even though her complaint before the MOL was never adjudicated (it appears she withdrew her complaint months after filing it).

Any government party can terminate the agreement, but the notice period for termination by the federal government is much longer (18 months) than that by a province (6 months).

Employing the historical approach, an employee who had worked for the vendor for twenty years and then for the purchaser for only eleven months would only be entitled to one week of notice of termination pay, pursuant to the provisions of the Ontario Employment Standards Act, 2000.

It may be terminated by either Contracting Party giving notice of termination to the other Contracting Party at any time and the termination shall be effective six months after the date of receipt of such notice.

(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.

You will receive an additional five months pay in lieu of notice of termination as per our obligations under the Employment Standards Act of Ontario.

The break clause permitted termination in January 2012 by giving six months» prior written notice.

The judge was apparently influenced by the fact that the plaintiff remained unemployed for 30 months following termination, a fact which is generally considered as irrelevant to the fixing of the notice period.

He argues that he was a dependent contractor and as such was entitled to notice of termination of between 6 — 9 months, which should be extended to 12 months given the circumstances of the termination.

After an employee announced his intention to resign his job 11 months later, his employer decided to terminate his employment before the announced termination date, deciding that the notice of resignation period was too long.

An employee will be entitled to reasonable notice of termination at common law in these circumstances equivalent to nine months.

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.

A 57 - year old senior executive with just three years service at a logistics company received 14 months notice in a wrongful termination case, possibly setting a new record.

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.

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.

Ms. Wood was therefore entitled to nine (9) months» notice of termination.

The Motion Judge dismisses the Appellant's motion (finds the employment agreement / termination clause enforceable) but also holds that, should this finding be incorrect, the Appellant would be entitled to 39 weeks or 9 months reasonable notice.

In the recent decision of Cabott v. Urban Systems Ltd., 2015 YKSC 25; 2016 YKCA 4, the Supreme Court of Yukon awarded a 53 - year - old employee, who had been employed as a professional planner and supervisor for approximately 14 months at the time of her without cause termination, damages reflective of six months of reasonable notice.

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 Ainsworth.

The agreement renewed automatically unless either party provided written notice of termination within the last six months.

In the case of Armstrong v Lendon, the Ontario Superior Court of Justice concluded that the employer had to pay 21 months of reasonable notice plus aggravated damages for the manner of termination which caused humiliation, embarrassment and the loss of self - esteem.

A termination letter offered him 30 weeks of his base salary (approximately 7 months), with no consideration of bonus, in lieu of 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 terminMonths 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 terminmonths before the defendant gave him notice of termination.

Therefore, damages were assessed using the 12 months immediately before his notice of termination, which encompassed eight months of «bountiful work» and four months on the bench.

Importantly, the difference between common law reasonable notice and the termination pay in an employment agreement, which is often limited to the statutory minimums, can be substantial with one court stating that reasonable notice begins at three months.

This decision extended the ruling in a 2012 decision, Bowes v Goss Power Corp. which had held that where an indefinite hire contract contained a termination notice clause allowing for termination on «6 months» notice or pay in lieu» and the employer terminated without working notice, there was no duty to mitigate damages or deduction for mitigation earnings.

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.

One would expect that in the case of an employer giving 11 months advance notice of termination in writing, that such action would eliminate or dramatically reduce many claims of this nature.

The employer further indicated that it would pay Mr. Lang the compensatory indemnity in lieu of the minimum prior notice of termination of employment provided for under the Act respecting Labour Standards should the employee not be called back to work within six (6) months.

In Munoz v. Sierra Systems Group Inc. 19 the trial judge increased the notice period because the defendant had placed a non-solicitation clause that restricted the plaintiff from soliciting the clients of the defendant for the 6 months after the termination of his employment.

The Ontario Court of Appeal recently confirmed not only that dependent contractors are entitled to reasonable notice of termination, but that 26 months can be an appropriate notice period for long - service dependent contractors.

Instead, the meeting was cancelled and Mr. Dunmsuir was given a letter of termination which provided four and a half months» notice of termination.

He awarded the plaintiff $ 13,520 representing two months» notice of termination of employment.

The judge awarded DeGagne 6 months» notice of dismissal on the basis that the termination clause in his employment contract provided him with 6 months» notice of dismissal during his first year of employment.

Justice Price found that a termination clause that provided 1 - month notice of dismissal did not breach the ESA because at the time of termination the employee's entitlement to notice pursuant to the ESA was less than 1 month.

The employment agreement also provided that on termination without cause, the plaintiff would be entitled to the greater of notice or pay in lieu and severance pay under the Employment Standards Act, 2000 (ESA) or four weeks» pay per year of service with Olympus or Carsen, to a maximum of 10 months.

She asked for damages equivalent to 12 months» notice of termination.

The most extreme example in Ontario of the possible difference between the ESA and reasonable notice would be an individual who is only entitled to 8 weeks» notice pursuant to the ESA but who would have been entitled to 24 months reasonable notice if not for the termination clause in his or her employment contract.3

It clearly stated that she «shall not have the right to receive any severance payment, damages or indemnity by reason of such termination» beyond the twelve months notice specified in the agreement.

On termination, the employer provided Mr. Paquette with six months pay in lieu of notice, ostensibly in accordance with the terms of the contract.

If, during that month, the tenant, or the holder of a qualifying interest, applies to the court for an order discharging the notice, the termination of the tenancy will be suspended and will only terminate if the tenant's application to court is unsuccessful.