Sentences with phrase «termination of employment»

In order to qualify for this provision, the insured needs to notify the life insurance company within 31 days of termination of employment with the group policyholder.

In some industries and for specific jobs, honesty is of paramount importance and an employee's dishonest conduct can result in summary termination of employment for just cause.

Failure to meet this goals at least 80 % of any given business day worked in the field could result in termination of employment or change of provider status.

This is less the case in certain areas, notably pay, rights on termination of employment and the law on industrial action.

It is typical that the first premium payment is paid in full within 45 days following termination of employment.

What do you think is the best way for companies to deal with termination of an employment relationship?

As with any policy governing conduct, the policy should make clear that breaches of the policy may result in discipline, up to and including termination of employment.

An employee's right to protect themselves from termination of employment is reasonable.

Plus their are plenty of law suits to deal with, how many employers get sued for wrongful termination of employment.

Your employer is allowed to approach you about a potential termination of your employment if, and only if, it is to discuss a Settlement Agreement.

You understand that false information may be grounds for not hiring you or for immediate termination of employment at any point in the future if you are hired.

In my opinion, termination of an employment agreement does not necessarily constitute termination of the entire employment relationship.

Our employment lawyers can help you to understand your legal options and obligations when making difficult business decisions regarding termination of employment.

A good termination of employment template outlines reasons why the employee contract has been terminated.

A letter of termination of employment does not always mean that you've done something bad as an employee.

In many plans, participants are not allowed to take distributions until termination of employment.

An ethics code typically tries to bridge the gap: they tell employees what's ethically required, but they also typically threaten a penalty, most often termination of employment.

The purpose of a progressive disciplinary plan is to ensure that the employee understands the seriousness of his or her misconduct and the result (i.e. termination of employment) if the misconduct continues.

Their employer relied on a term in a collective agreement providing for automatic termination of their employment at the age of 60.

As in - house lawyers, there are many situations in which we have access to highly confidential information, including the pending termination of the employment of fellow executives and even the CEO.

No doubt consideration is being given to an appeal or even a change of the law regulating termination of employment in the NHS.

There are many cases where employees are filing claims because they were not properly notified of potential termination of employment.

Yes, many travel insurance plans will cover trip cancellation in the event of an unforeseen termination of employment.

On termination of employment, vacation pay must be calculated not only to the date of termination but also on the minimum notice period.

The general issue of mitigation, that is, the obligation to look for alternative employment following termination of employment has been reviewed in a prior post.

We provide advice with respect to termination of employment relationships and appear in court in wrongful dismissal actions.

We consider awards to have double - trigger vesting when they vest upon termination of employment following a change of control.

Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

Thai law does not prohibit an employer from restricting an employee's activities during and after termination of employment.

State that at the end of the fixed term, the employee will not, at that time, be entitled to statutory or common law notice of termination of employment.

It is simply evidence that the plaintiff was not employed, or not employed at the same level of salary or wages as he was prior to the wrongful termination of his employment.

I understand that false information may be grounds for not offering employment or for termination of employment at any point in the future.

A number of them relate to termination of employment for various reasons.

In April 2011, Mr. Lang sent a demand letter to his employer claiming he had been constructively dismissed by reason of the layoff and claiming an indemnity in lieu of prior notice of termination of employment as well as other damages.

Even though the Federal Court of Appeal concluded that a without cause termination of employment is not automatically «unjust», the Court left no doubt that not every such dismissal is just.

Subsequently a second letter was sent in January threatening termination of employment contracts if no agreement was reached.

The Court had to answer the following questions: Did the proven misconduct of the employee, even if acquired after the fact, justify the immediate termination of his employment without notice?

The Cancellation Waiver Program will waive your cancellation penalty for job termination provided: 1) your job loss is the result of your involuntary termination of employment or layoff; 2) was not under your control; and 3) you must have been continuously employed with the same employer for 1 year prior to the termination or layoff.

In all of the circumstances, and considering that the applicant ultimately did find and commence alternate employment at the end of his convalescence, I find an award of $ 10,000 to be appropriate compensation for the impact of the discriminatory termination of his employment, attributable to the Commissionaires, on the applicant's dignity, feelings and self - respect [emphasis added].

In McKinley v. BC Tel, 2001 SCC 38, [2001] 2 S.C.R. 161, the Supreme Court made it clear that the principle of proportionality is the focus in the determination whether termination of an employment relationship is the appropriate sanction in response to employee misconduct.

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.