Sentences with phrase «termination of employment at»

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

When an employee's employment is terminated without cause, in the absence of an enforceable termination provision in an employment agreement, the employee will be entitled to reasonable notice of termination of employment at common law.

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.

Not exact matches

According to a Sept. 2013 Oxford University study, computerization puts 47 percent of total U.S. employment at risk of termination.

«Your letter states that the Public Service Agency's review is directed solely at «the human resources and investigation processes and procedures» that led to the termination of the employment of a number of Ministry of Health employees in 2012, rather than being a review of the decisions themselves,» Adams wrote on Whitmarsh's behalf.

The option expires at the end of the Offering Period, upon termination of employment, or if the employee becomes ineligible, whichever is earlier, but is exercised at the end of each Offering Period to the extent of the contributions accumulated during such Offering Period.

The value of the vested Account balance in the Cash Balance Plan is payable to the team member at any time after termination of employment in either a lump sum or an actuarially equivalent monthly annuity as provided under the Cash Balance Plan and as elected by the team member.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

This law provides employees and their families the right to remain temporarily covered under an employer's health insurance plan at the group rate after termination of employment, provided the individual takes over payment of premiums.

• 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

Some employers give you the choice upon termination of employment, while others provide the choice at the time you start retirement, but there's no legal requirement either way, Nunes says.

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.

Personal injury cases, termination and employment law issues, and criminal law matters are examples of emergency situations where one should at least have a basic understanding of the first points of contact — whether a lawyer, government institutions, or other public authorities such as the police.

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.

The Court also specifically noted that uncertainty in employment law ought to be resolved in favour of the employee and that, at best, the wording of the termination clause was ambiguous.

At McNeil Leddy & Sheahan, we handle all facets of employment - related matters, including cases involving employee termination and discipline, employment discrimination, sexual harassment, medical leaves, the Fair Labor Standards Act, and the Americans with Disabilities Act.

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.

Yet another Canadian appellate decision has confirmed that employers who do not provide for the early termination of fixed - term employment agreements do so at their peril.

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].

As per employment law, the basic award is the statutory amount, which involves multiplying the relevant factors of your age, the length of continuous service (it can extend up to 20 years), and a week's pay (at the date of effective termination.)

The employer cross-appealed the trial decision, submitting that the employment contract was frustrated because, at the time of termination, there was no reasonable likelihood that the employee would be able to return to work within a reasonable time.

He left GT with a group of lawyers in 2008 and became a partner at Seyfarth Shaw, during which he again first chaired and won his second federal jury trial defending claims of retaliatory and discriminatory termination of employment (Riscilli v. Gibson Guitar).

It was also apparent from the applicant's demeanor, when giving evidence at the hearing about the dismissal, that the termination of his employment had upset him.

Where there is no written employment contract restricting rights at termination or the employment contract is void because it is in breach of the ESA, the appropriate notice period can be much greater than the minimums set out under the ESA.

Non-Compete: The Employee shall not, either during his or her employment or for a period of twelve (12) months following the termination of his or her employment for any reason including resignation, without the prior written consent of the Company, carry on, or be engaged in, or be concerned with, or interested in, or employed by, any person engaged in or concerned with or interested in a business which is the same as, or substantially similar to, or in competition with, the Company's business at the time of any such termination within a radius of seventy - five (75) kilometres from any Company or Affiliated Corporation office where the Employee was employed during the last twelve (12) months of his or her employment.

[12] At the heart of the present case is the interpretation of the termination clause in Ms. Bergeron's Employment Agreement.

Some of the changes being proposed with respect to the Employment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalEmployment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalemployment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalty system.

In Kielb v. National Money Mart Co., 2015 ONSC 3790, the defendant employer successfully relied on clear contractual language in order to exclude the payment of a bonus at the time of termination of employment.

It found that a fixed term in an employment agreement rebuts the presumption of reasonable notice of termination at common law by providing a clear end date of employment.

Mr. Johnson is a shareholder at Davis Malm concentrating his practice in the trial and appeal of complex business litigation in the areas of securities, antitrust, mergers and acquisitions, high technology including computer software licensing and implementation disputes, real estate development and construction, financing, corporate governance, partnership disputes, insurance coverage, executive employment relations, terminations, and estate disputes.

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.

Given the Courts decision in Keenan v Canac, it is more important than ever for both employees and employers to seek employment law advice not only upon termination but also at the initiation of an employment relationship.

The Ontario Superior Court of Justice found that Wal - Mart's conduct was «misleading at best, and dishonest at worst» because the company knew Galea's career there was over long before the formal termination of employment.

By agreeing to an employee's entitlements in the event of termination without cause at the beginning of the employment relationship, there will be little to fight about in the event that the relationship does end in a termination without cause.

If you are an individual looking for assistance with respect to the termination of our employment, contact the experienced and cost - effective employment lawyers for employees at Ottawa's Kelly Santini LLP; we would be happy to be of service to you.

A roadmap for dealing with disabled employees who are unfit for active employment, but who deny being unfit, is detailed in Kelfor Industries Ltd. v. United Steelworkers, Local 2009 -LRB-[Grievor] Medical Leave and Termination Grievances)(November 21, 2017 — unreported at time of writing)(Lanyon).

We assist companies and corporate officers in connection with the legal management of their human resources and intervene at all stages throughout the life of the employment contract, i.e. conclusion, performance and termination.

For some time, the employment relationship has been held to a standard of good faith and fair dealing, at least in respect to the administration of the employment contract and especially upon termination of employment.

Also, claiming after the fact that there was just cause after a without cause termination has already occurred is a dangerous move; employees suffer greatly when they are accused of things at the end of the employment relationship, as it can prevent them from finding new employment.

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.

One of the cases presented to me at this moot was Kathryn Leah Smithen v. Law Society of Upper Canada, dealing with an applicant who «disclosed a criminal history of 38 or 39 convictions for fraud - related offences between 1979 and 1993, several outstanding civil judgments, two judgments entered against her in actions involving fraud, two terminations of employment for cause, and two declarations of bankruptcy.»

Any employer has not met those standards of termination, or has acted in a way that violates one of these exceptions, can be sued for wrongful termination, even if the employee worked under an at - will employment contract.

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?

In order to provide a greater level of certainty, federal employers should consider including language in their written employment agreements that limits the amount of notice and severance the employee is entitled to upon termination of employment, but ensuring that this language provides for at least the minimum amounts required by the Code.

She spent over 12 years at Ogletree Deakins, where she defended employers in a myriad of employment actions alleging discrimination, harassment, retaliation and wrongful termination, according to Tuesday's announcement.

Practice Highlights His practice includes representing physicians and medical clinics in negotiating employment contracts, partnership contracts, joint venture contracts and establishment of medical corporations; representation of physicians and medical clinics in the purchase and sale of medical practices; representation of physicians, dentists, pharmacists, medical clinics, surgical centers, hospitals, clinical laboratories and nursing homes before the Illinois Department of Professional Regulation, Illinois Department of Public Aid, Illinois Department of Public Health and Federal Department of Health and Human Services in administrative license and recoupment hearings; representation of brokers and salesman before the Office of Banks and Real Estate; representation of physicians and other health care providers at internal hospital hearings involving termination or discipline of hospital privileges; representation of physicians in hearings before managed care providers to terminate the physician as a provider; representation of health care providers in criminal proceedings in federal or state court on charges related to Medicare and Medicaid vendor fraud and false claims; general and civil litigation related to medical care providers; and domestic relations.

Because California is considered an «at - will» employment state, the filing of a lawsuit or legal action against an employer requires a highly experienced wrongful termination attorney who understands these very complex federal and state laws.

By agreeing on the sum of termination pay at the beginning of the employment relationship, an employer contains the cost of a future termination.

If a termination clause could breach the Employment Standards Act, 2000 (the «ESA») at some point in the future, the clause is void and unenforceable even if the dismissed employee receives all necessary entitlements under the ESA at the time of termination.

She immediately commenced legal action alleging wrongful dismissal and an infringement under the Code related to ongoing back problems (a disability under the Code) that she felt were, at least in part, the motive behind the termination of her employment.