We represent employers in court and regulatory proceedings involving current and former employees and have experience litigating class actions and employment discrimination, retaliation, harassment and wrongful
termination claims based on race, sex, sexual orientation, religion, national origin and other statutorily - protected characteristics.
specify the period of time during which
a termination claim based on the default complained of in the notice can be brought — generally, this will be six months from the expiry of the deadline for the remedial action;
Not exact matches
If we terminate Mr. Drexler's employment without cause or he terminates his employment with good reason, Mr. Drexler will be entitled to receive (i) a payment of his earned but unpaid annual
base salary through the
termination date, any accrued vacation pay and any un-reimbursed expenses, and (ii) subject to Mr. Drexler's execution of a valid general release and waiver of
claims against us, as well as his compliance with the non-competition, non-solicitation and confidential information restrictions described below, (a) a payment equal to his annual
base salary and target cash incentive award, one - half of such payment to be paid on the first business day that is six (6) months and one (1) day following the
termination date and the remaining one - half of such payment to be paid in six equal monthly installments commencing on the first business day of the seventh calendar month following the
termination date, (b) a payment equal to the product of (x) the last annual cash incentive award Mr. Drexler received prior to the
termination date and (y) a fraction, the numerator of which is the number of days of service completed by Mr. Drexler in the year of
termination and the denominator of which is 365, such amount to be paid on the first business day that is six (6) months and one (1) day following the
termination date, and (c) the immediate vesting of such portion of unvested restricted shares and stock options as provided and pursuant to the terms of the relevant grant agreements under our 2003 Equity Incentive Plan.
HUD will review lender performance on a continual
basis, and those that fail to maintain the required
claim and default rate will be subject to
termination of their approval.
Also, the case of Boston Deep Sea Fishing & Ice Co - v - Ansell [1888] 39 Ch D 339, which held that a party purporting to terminate may defend a wrongful
termination claim on the
basis that, at the time of
termination, the other party was guilty of repudiation, whether or not then known by the party terminating, was distinguished.
The firm both prosecutes, and defends,
claims relating to sexual harassment in the work place, wrongful
termination and related discrimination
claims, pregnancy discrimination
claims, and cases alleging discrimination
based upon race, religion or ethnicity.
The Court found that DMR paid little attention to the incidents upon which DMR
based its position of just cause when they allegedly occurred, and that DMR only raised them in response to Mr. Budge's
claim for reasonable notice of
termination.
She also concluded that the
termination of support was
based on the factual situation at the time and that any spousal support
claimed in the future «would have to be considered in accordance with the terms of the Agreement and those terms must be in keeping with the aims of the Divorce Act, section 15.2 (6).»
In refusing to grant summary judgment fixing the applicable notice period and dismissing the plaintiff employee's
claims for moral and punitive damages in a
termination without cause case, the Honourable Justice Margaret Eberhard in the case of Brownson v. Honda of Canada Mfg., 2013 ONSC 896, leave to appeal refused 2013 ONSC 6974, held that the answer may be that no, the employer can not terminate the employee's employment on a without cause
basis with impunity.
She handles a wide range of matters, including those involving
claims of discrimination and harassment
based on race, national origin, age, sex, disability, and sexual orientation; wage and hour violations; independent contractor misclassification; wrongful
termination in violation of public policy; whistleblower and other retaliation
claims; breach of contract; unfair competition; defamation; and misappropriation of trade secrets.
Based on the date of
termination and the package that the appellant received from Samsung, the proof of
claim was provided some 10 days after the required 90 - day contractual period.
Dr. Rood's
claim was
based on a combination of oral assurances, an elaborate performance appraisal system and personnel policies governing the circumstances for
termination.
Once
claim under this rider is accepted and future premium (s) are waived; then in case of
termination of
base policy due to happening of any insured event or surrender (only if surrender value is available under the
base policy), the following benefits are payable: -
Once the company accepts the
claim under this rider, all future premium (s) are waived; then in case of
termination of
base policy due to happening of any listed insured event or, on surrender (only if surrender value is available under the
base policy), the following benefits are payable: -
• 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.
Judge Karasic also represented City agencies in various employment matters involving labor negotiations, employee
terminations, and discrimination
claims based upon age, gender, religion and race.