Sentences with phrase «termination of employment does»

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

Termination of employment did not generally engage Art 8 of the Convention (right to respect for family and private life).

Not exact matches

We generally do not enter into severance arrangements with our named executive officers, and none of the equity awards granted to the named executive officers under Apple's equity incentive plans provide for acceleration in connection with a change in control or a termination of employment, other than as noted below or in connection with death or disability.

Ontario's Employment Standards Act provides a lengthy code for what employers can and can not do in the context of an employment relationship, including rules relating to the termination of Employment Standards Act provides a lengthy code for what employers can and can not do in the context of an employment relationship, including rules relating to the termination of employment relationship, including rules relating to the termination of employees.

Vesting does not accelerate as a result of termination of employment or upon a change in control (unless the acquiring company does not assume the awards).

Upon termination of employment, the employee's final compensation shall be adjusted in an amount necessary to ensure that sick leave with compensation does not exceed the days of earned sick leave as provided herein.

Those who do not comply with this policy will be subject to disciplinary action up to and including fines and / or expulsion from the college, or termination of employment.

The Court emphasized that, despite being discretionary, the decision to deny or grant a bonus upon termination of employment should be done in a fair and reasonable manner.

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].

Justices Moldaver and Wagner, on the other hand, did find prima facie discrimination based on the reasoning that Stewart's drug dependency was a factor in the termination of his employment, even if it was not the only factor or even a primary factor.

Remember that even if an employee does not suffer mental distress, a trial judge might extend the period of reasonable notice if an employer advances grounds for termination that reduce the availability of alternate equivalent employment — a step taken by the trial judge which was undisturbed by the Court of Appeal.

(Yes, I appreciate such termination would almost assuredly contravene the provisions of the Human Rights Code, and I do not mean to suggest that such a course of action would be «prudent» from an employment - law perspective, what I intend to do is underline the absurdity of such a course of action as a means of limiting insurance coverage.)

Applying the ruling of the Supreme Court of Canada in the case of Asphalte Desjardins inc., the Tribunal administratif du travail recalled that an employer that shortens the period of work announced in the notice of termination given by an employee is in fact breaking the contract of employment unilaterally.

Where a termination clause calls for pay in lieu of notice, but does not provide for the payment of benefits during the notice period, the entire clause is void as contrary to the Employment Standards Act, 2000.

The Supreme Court has recently confirmed in Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood that in the absence of any express provision in an employment contract, written notice of termination from an employer does not take effect until the employee has read it, or had a reasonable opportunity of doing so...

legal problems they don't know that they have, e.g., one unserviced legal problem often leads to several more — e.g., termination of employment without cause or compensation, means debt, loss of property, family break - up, depression, substance abuse, and sometimes suicide, etc.; and, (3) enlist the help of the social media, news media, pressure groups, and those political parties in opposition to governments; (4) everyone should complain loudly to all of the above about law societies» failure to try to solve the unaffordable legal services problem — their failure to attack it is the cause.

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.

This is in contrast to the current position, where payments in lieu of notice (PILONs) on termination of employment benefit from the # 30,000 income tax exemption if the employer does not have a contractual right to pay in lieu of notice.

For example, does the employment or severance agreement provide for notice of termination, is there a cure period, and other formalities which need to be followed?

Do the performance deficiencies amount to «just cause» for dismissal enabling termination of the superintendent's employment without notice or compensation?

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 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 does the termination clause meet the minimum requirements prescribed under Ontario's Employment Standards Act?

If your condominium corporation is considering terminating its employment relationship with a superintendent, the board of directors should obtain professional advice on the proper methods for doing so, including best practices for conducting a termination meeting, the law regarding termination pay and notice requirements, and how to best protect the condominium corporation from a wrongful dismissal or human rights claim by the terminated employee.

For example, if the employment contract does not contain a termination clause the court will find that there is an implied term in the employment contract that the contract may only be terminated by the employer without cause by providing the employee with reasonable notice of notice of dismissal.1 Express and implied terms in a contract are equivalent in effect.2

The clauses in employment contracts that are most likely to be the subject of a legal dispute between an employee and employer are: (i) the termination clause or, if the contract does not contain a termination clause the employee's entitlement to reasonable notice (ii) clauses that set out an employee's entitlement to variable compensation such a bonus, commission and / or stock options; and (iii) restrictive covenants (e.g. non-competition and / or non-solicitation clauses).

Given the many developments in this area over the last year, including the various pronouncements related to this issue by the Ontario Court of Appeal, employers that have not already done so would be well advised to turn their minds to ensuring that their termination clauses in employment agreements for existing and new employees are enforceable and will achieve the desired result on termination of employment.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees forEmployment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees foremployment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

A recent decision of the Ontario Court of Appeal (ONCA) has provided clarity in the debate over the validity of termination clauses in employment contracts that are silent on continuation of benefits through the statutory notice period.In Oudin v. Centre Francophone de Toronto, 2016 ONCA 514, the ONCA enforced a termination clause that set out the notice period in case of dismissal but did not mention benefits continuation.

Typically, an employee who is dismissed without cause does not receive advanced warning of the termination of employment.

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

Since the initial Employment Offer did not expressly touch upon the issue of reasonable notice for termination without cause, it was an implied term of the contract that the plaintiff was entitled to the common law standard of reasonable notice.

In practice, many employers do not expressly bring the new termination provision to the attention of their employees, let alone explain its implications prior to having their employees execute new employment contracts.

Where the termination provisions of existing employment contracts do not explicitly provide an entitlement to benefits during the notice period, employers should seek legal advice on how to best address such circumstances.

With respect to Miller's employment contract, the court noted that the termination clause did not fall below the legislated minimum because it explicitly provided that the length of notice would be the minimum required by applicable legislation — in this case the Ontario Employment Standards employment contract, the court noted that the termination clause did not fall below the legislated minimum because it explicitly provided that the length of notice would be the minimum required by applicable legislation — in this case the Ontario Employment Standards Employment Standards Act, 2000.

In a decision dated March 24, 2011, the arbitrator authorized the testimony of the three commissioner members, explaining the executive committee did not benefit from «deliberative secrecy» and it would be impossible to determine whether the termination of the employment relationship was consistent with the collective agreement [translation] «without a detailed knowledge of the deliberations».

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

Swiss law does not know the principle of «reinstatement» which means that even if the termination is unfair in the sense of the law, the employment relationship is still terminated.

He implicitly concluded that Olympus Canada's offer of employment did not amount to sufficient consideration and so the termination clause was invalid.

Speaker, «Breaking Up is Hard to Do — Just Cause Terminations, Off - Duty Conduct and the Benefits and Pitfalls of Employment Contracts,» Dentons CPD Bootcamp, Toronto, November 2015.

Given the evidence and the above factors, the court concluded that the parties did not intend that the employment relationship would only last for three years, or the termination would lead to Rodgers receiving only two weeks of notice.

Take the following clause from an employment contract: If and whenever required to do so (whether during or after the termination of this Contract), you shall at the expense of the Company (or...

If your compensation for doing your job prior to termination of employment is not paid, that would be a breach of the contract.

Usually this must be done within 31 days of termination of employment.

Also, upon termination of employment, the employee usually does not convert their term life coverage to a permanent life insurance policy, because the premiums are much higher.

Not only do these situations have the ability to negatively impact an employee's reputation but they can also result in serious disciplinary measures up to and including termination of employment.

Do you need sample employment termination letters that corresponds to a variety of reasons?

@Dmitriy Fomichenko @Greg Scott Does voluntary departure from a job count as termination of employment?