Sentences with phrase «of your contract of employment if»

An application form which you have signed to confirm that the contents are true is, however, a legal document and forms part of your contract of employment if you are recruited».

Not exact matches

If such terminology does appear in a severance contract, ask that wording being included that stipulates you will be compensated for any services you provide following your employment outside of participation in a legal proceeding.

It has been reported that Harvey Weinstein had a contract drawn up in which the board of his film company could not terminate his employment if he paid off women accusing him of sexual harassment with his own money.

Jack Lew was appointed U.S. Secretary of the Treasury last year and, the Journal item noted, «The terms of Mr. Lew's original employment contract with Citigroup included a bonus guarantee if he left the bank for a high level position with the United States government or regulatory body.»

«If I was buying a business and they couldn't produce employment contracts, then I'd be very scared of what I was taking on,» says Richards.

As I think about the back and forth that is happening here I am wish sometimes that God was like the big corporations that if you violated the contract terms of employment that you would be fired.

So if you are going to let someone see your secrets, you need to document that and tell them what will happen if they don't follow the terms — that means having Confidentiality Agreements with third parties and if you have employees you need to ensure that their contracts of employment deal with the position of them stealing your secrets.

Giving details of how he received the money, Omnuoha said sometimes in 2003 when Nwakuche secured employment with NIMASA, he (Onuoha) approached him and pleaded with him to remember him if there was any contract he could implement.

Recently, the Erie County Water Authority has been under fire for their ability to pay out large sums of money at the end of an appointed member's employment if he or she is fired without cause prior to the end of their contract.

Bernadette Arnoux, who is responsible for the Young Researchers Programme at the ANR, adds that these short - term employment contracts should have little if any impact on the overall number of permanent positions that are to become available in the future in France.

Plus — let's get serious for a sec — when we start a job, most of us will sign a contract that includes the phrase «at - will employment,» which means that technically, your boss can fire you if she or he doesn't like your outfit choices.

This can be mitigated if both entities form part of the same VAT group or if joint contracts of employment are in place.

But the chickens have come home to roost: if teachers are the most important part of the process, and we have been rewarding them nicely, signing on to 100 - page employment contracts, dishing out wonderful lifetime benefits, why has our education system gotten so bad?

If such charges are sustained by a majority vote of the full membership of the district school board and the employee is discharged, his or her contract of employment shall be canceled.

There is a culture of fear working in the charter schools, because we feel that if we speak out at all in a way that displeases leadership, we will be cut loose due to the «at will» employment contract.

(e) The board shall establish the information needed in an application for the approval of a charter school; provided that the application shall include, but not be limited to, a description of: (i) the mission, purpose, innovation and specialized focus of the proposed charter school; (ii) the innovative methods to be used in the charter school and how they differ from the district or districts from which the charter school is expected to enroll students; (iii) the organization of the school by ages of students or grades to be taught, an estimate of the total enrollment of the school and the district or districts from which the school will enroll students; (iv) the method for admission to the charter school; (v) the educational program, instructional methodology and services to be offered to students, including research on how the proposed program may improve the academic performance of the subgroups listed in the recruitment and retention plan; (vi) the school's capacity to address the particular needs of limited English - proficient students, if applicable, to learn English and learn content matter, including the employment of staff that meets the criteria established by the department; (vii) how the school shall involve parents as partners in the education of their children; (viii) the school governance and bylaws; (ix) a proposed arrangement or contract with an organization that shall manage or operate the school, including any proposed or agreed upon payments to such organization; (x) the financial plan for the operation of the school; (xi) the provision of school facilities and pupil transportation; (xii) the number and qualifications of teachers and administrators to be employed; (xiii) procedures for evaluation and professional development for teachers and administrators; (xiv) a statement of equal educational opportunity which shall state that charter schools shall be open to all students, on a space available basis, and shall not discriminate on the basis of race, color, national origin, creed, sex, gender identity, ethnicity, sexual orientation, mental or physical disability, age, ancestry, athletic performance, special need, proficiency in the English language or academic achievement; (xv) a student recruitment and retention plan, including deliberate, specific strategies the school will use to ensure the provision of equal educational opportunity as stated in clause (xiv) and to attract, enroll and retain a student population that, when compared to students in similar grades in schools from which the charter school is expected to enroll students, contains a comparable academic and demographic profile; and (xvi) plans for disseminating successes and innovations of the charter school to other non-charter public schools.

If you are a teacher, or other employee of a public service organization, under contract for at least eight out of twelve months, you meet the full - time standard if you work an average of at least 30 hours per week during the contractual period and receive credit by your employer for a full year's worth of employmenIf you are a teacher, or other employee of a public service organization, under contract for at least eight out of twelve months, you meet the full - time standard if you work an average of at least 30 hours per week during the contractual period and receive credit by your employer for a full year's worth of employmenif you work an average of at least 30 hours per week during the contractual period and receive credit by your employer for a full year's worth of employment.

Payments you make during the summer will count if you have a contract for an employment period of at least eight months and you work an average of 30 hours per week during that period, and if your employer still considers you to be employed full - time during the summer break.

However, if you don't have an employment contract (as in the case of many low - wage jobs), you need to see your employee handbook or workplace rules.

Always check your contract of employment to see if bankruptcy is mentioned.

If a community operates or has influence over a store, consider the following sample contract terms for the store manager's contract of employment.

If the store manager is employed by the community organisation, the contract of employment can include terms for management of the store, including terms for the operation of book up.

Visit the Fair Work Ombudsman to see if you are receiving what you deserve under your «award», or the legal contract about your conditions of employment.

If your friend regains full employment within six months or so, the lender might be willing to do a loan modification where all of the back payments are added to principal, but the contract starts fresh (and usually at a better interest rate).

I understand that there is no express or implied contract of employment and that if employed I have been hired at the will of the employer and that my employment may be terminated at will, at any time: and with or without cause the employer's only obligation being to pay salary or wages due and owing at the time of termination.

On this topic, I'll end with a thought: If you have to sign a contract of employment with a company with strict conditions to create videos of their games whether it's a review or a game play video, doesn't that compromise your integrity to tell the truth about those games or lose access to them?

I am not a lawyer but if Murry Salby has signed what he believed to be a contract and the other contracting party hasn't fulfilled its obligations under that contract, then Macquarie «University» seems to be in violation of Australian contract law; perhaps deceptive trade practices and given that Murry Salby residency and employment in Australia may have been tied to the contract; immigration law.

If you only need help for the holiday season, be sure to include this in the contract so you and your employee are both in understanding of the temporary employment.

In terms of sick pay, your employer should pay you contractual sick pay if you have this right in your employment contract, or Statutory Sick Pay (SSP) if you don't have a right to contractual sick pay.

With the diversified law practice of services for business clients the Tulsa employment claims law firm offers, the employment advisors embrace their business savvy for negotiating contracts, stock options, and non-competes, but are experienced and prepared for litigation if necessary.

If you have any queries regarding any of your contracts or the employment status of your workforce, please do not hesitate to contact us.

If the employment contract states that an employee is entitled to be paid for the «8 bank holidays» per year then employers will not need to pay employees if these choose to take off the 30th March 2018 as this is in excess of the holiday entitlement set out in their contracIf the employment contract states that an employee is entitled to be paid for the «8 bank holidays» per year then employers will not need to pay employees if these choose to take off the 30th March 2018 as this is in excess of the holiday entitlement set out in their contracif these choose to take off the 30th March 2018 as this is in excess of the holiday entitlement set out in their contract.

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.

A contract is a contract and, as expressed by Chief Justice Winkler on behalf of a unanimous court, «From a practical perspective, it is worth repeating that if parties to an employment agreement specifying a fixed amount of damages intend for mitigation to apply upon termination without cause, they must express that intention in clear and specific language in the contract.»

Even if there is no contract, obligations to respect confidential information, and fiduciary duties (in the case of key employees) last beyond the end of employment and can limit competition.

This is especially true if your practice could be viewed as any kind of conflict of interest, or, obviously, if your employment contract prohibits moonlighting.

The practical impact of that reality is that companies are often forced to negotiate separations at much higher costs than what would appear if the statutory or contractual severance entitlements in employment contracts were the only consideration.

Whatever the reason for the surgery, if an employee is, or is deemed to be, «incapable by reason of some specific disease or bodily or mental disablement of doing work which he can reasonably be expected to do» under his / her contract of employment, he / she will be entitled to statutory sick pay (SSP), provided the conditions for payment are met.

Of course, for the purposes of determining Edwards, the Court of Appeal had accepted the factual assumption that «if the proceedings had been carried out in accordance with his contract of employment... he would not have been dismissed.&raquOf course, for the purposes of determining Edwards, the Court of Appeal had accepted the factual assumption that «if the proceedings had been carried out in accordance with his contract of employment... he would not have been dismissed.&raquof determining Edwards, the Court of Appeal had accepted the factual assumption that «if the proceedings had been carried out in accordance with his contract of employment... he would not have been dismissed.&raquof Appeal had accepted the factual assumption that «if the proceedings had been carried out in accordance with his contract of employment... he would not have been dismissed.&raquof employment... he would not have been dismissed.»

«(i) that in matters of personal conduct he would be subject to the hospital's general procedures and that in matters of professional conduct he would be subject to a procedure agreed by the Local Negotiating Committee in respect of medical practitioners; (ii) that he was accused by the Trust of personal and professional misconduct; (iii) that because of the nature of the allegations made against him he was contractually entitled to a formal disciplinary hearing by a panel which included a clinician of the same discipline as himself and a legally qualified chairman, before which he would have the benefit of legal representation, if he so wished; (iv) that the disciplinary hearing which resulted in the findings of misconduct was not conducted in accordance with the terms of his contract of employment because the panel did not include a clinician of the same discipline as himself, nor a legally qualified chairman and because his request to be allowed legal representation was refused; (iv) that following the panel's findings he was dismissed for personal and professional misconduct; (v) that if the proceedings had been carried out in accordance with his contract of employment the panel would not have found that he was guilty of personal and professional misconduct and he would not have been dismissed; (vii) that because he was dismissed on the grounds of personal and professional misconduct (including dishonesty) he has been unable to find comparable alternative employment» [at para 10]:

When purchasing business assets, if the purchasing business chooses to offer the vendor's employees employment, the purchaser may offer employment to those employees on terms which may differ from the employees» previous contracts of employment, and the offers of employment themselves may constitute sufficient consideration for legal purposes.

If you are presented with an employment contract, or you wish to negotiate your way out of one, you need lawyers who have the right experience and know how with respect to contract interpretation and protecting your interests.

If the employment contract (and, in the unique circumstances of the Potter case, the applicable legislation) had expressly stated that the Commission could withhold work from Mr. Potter or ask that he not engage in his employment duties for any reason, the issue of implied authority may not have mattered.

The Court referred to Bennett v. British Columbia, 2012 BCCA 115 (at paragraph 27), to support the principle that Weyerhaeuser's «communications constituted a promise or an offer to current employees that it would provide premium - free insurance on retirement if they should continue their employment until their retirement and should elect such coverage,» and that an employee's fulfilment of those conditions «would constitute an acceptance of the offer and would supply the necessary consideration to bring a contract into being.»

If you need to hire some extra help for a limited period of time, a Temporary Employment Contract is a good way to get the help you need without taking on any additional risk.

In Nagribianko v. Select Wine Merchants Ltd., the Ontario Court of Appeal examined the enforceability of probationary clauses and ultimately concluded that if parties to an employment contract agree to a probationary period, the right to common law reasonable notice can be rebutted where the employee is terminated during the probationary period.

... a contract of employment for an indefinite period requires that the employee be given reasonable notice of an intention to terminate the contract if dismissed without cause... this principle is characterized as a presumption, rebutted only if the contract clearly specifies some other period of notice, either expressly or impliedly, and such other period is not inconsistent with legislated minimums.

If the employment contract contains a clause that sets out the amount of notice an employee gets upon being fired and the contract is valid, then the employee is entitled only to the reasonable notice set out therein.

Employment contracts can be a very useful tool for employers if used properly, and restrictive covenants can provide a critical part of the contract.

An employment contract purporting to limit the post-employment activities of the employee will be enforceable if the former employer can show the restriction is justifiable and reasonable in scope.