Sentences with phrase «termination of employment for»

[62] Similarly, s 664 of the Workplace Relations Act 1996 (Cth)[63] provides that in claims alleging termination of employment for a proscribed reason (including sex, marital status, pregnancy, family responsibilities and absences from work during maternity leave or other parental leave [64]-RRB-, the onus is on the respondent to establish that the termination was not for a proscribed reason.

Key Highlights: • Proficiently handled documentation and termination of employment for effective liability mitigation and culture development to improve brand recognition.

In fact, the first Canadian court decision that addressed the issue of termination of employment for cause due to comments made on social media was made by the British Columbia Supreme Court in the 2014 case Kim v International Triathlon Union («Kim»).

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.

«The vesting of each executive's awards will accelerate upon termination of his employment for any reason (including a resignation for good reason) other than cause, death or disability (as such terms are defined in such executive's employment agreement) if such termination takes place upon or within two years following a change in control (as defined in such executive's employment agreement) that occurs during the term of his employment agreement and such executive signs a general waiver and release that has become effective.»

Ms. Katz's agreement also contains obligations on her part regarding non-competition and non-solicitation of employees following the termination of her employment for any reason, confidential information and non-disparagement of us and our business.

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.»

Not exact matches

In order to support the continuity of senior leadership, we have employment agreements with Ms. Katz and Messrs. Skinner and Gold which provide, among other things, for payments to the executive following a termination of employment by the executive for «good reason» or a termination of the executive's employment by us without «cause.»

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.

The triggering events constituting «good reason» and «cause» were negotiated to provide protection to us for unwarranted termination of employment that could cause harm to us as well as to provide protection to the executive.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

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.

Notwithstanding any provision in the Plan to the contrary, an Associate's Continuous Status is not terminated for purposes of the Associate's Stock Appreciation Rights if immediately upon the termination of the Associate's employment relationship with Walmart or an Affiliate the Associate becomes a Non-Management Director.

The agreements with Mr. Drexler and Ms. Lyons also provide for accelerated vesting of certain equity awards in connection with certain terminations of employment.

In addition, Mr. Drexler has agreed that, for the one (1) year period following his termination of employment, he will not compete with us in the retail apparel business in any geographic area in which we are engaged in such business.

Under these agreements, each NEO has agreed that for a two - year period following his or her termination of employment, he or she will not participate in a business that competes with us and will not solicit our Associates for employment.

This appointment follows the termination of Dov Charney, former President and Chief Executive Officer, for cause in accordance with the terms of his employment agreement.

Koskie Minsky's legal mandate is to represent all Employees» interests in connection with all issues affecting them in the CCAA Proceedings, including the termination of employment and claims for termination pay and related entitlements.

The process of termination of employment is the same as for any permanent resident or Canadian citizen already residing in Canada.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

Pursuant to their respective employment agreements, Messrs. Garutti and Uttz will be subject to certain non-competition and non-solicitation restrictions for a twelve - month period after termination of employment.

«The board requested of me and authorized me to initiate the process of termination for cause as defined in Coach Pitino's employment contact.»

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.

Tax Code Termination Act - Terminates the Internal Revenue Code of 1986 after December 31, 2015, except for self - employment taxes, Federal Insurance Contributions Act (FICA) taxes, and railroad retirement taxes.

-- Whenever the Secretary determines, with respect to any certification of eligibility of the workers of an employment site, that total or partial separations from such site are no longer a result of the factors specified in subsection (b)(1), the Secretary shall terminate such certification and promptly have notice of such termination published in the Federal Register and on the website of the Department of Labor, together with the Secretary's reasons for making such determination.

Consistent with the severity of the violation, discipline can include verbal or written warning, suspension with or without pay, loss or reduction of bonus or stock options, demotion or, for the most serious offenses or repeated misconduct, employment termination.

A district school board may establish policies to provide for a lump - sum payment for accrued vacation leave to an employee of the district school board upon termination of employment or upon retirement, or to the employee's beneficiary if service is terminated by death.

Any district school board employee who is willfully absent from duty without leave shall forfeit compensation for the time of such absence, and his or her employment shall be subject to termination by the district school board.

The determination of the district school board shall be final as to the sufficiency or insufficiency of the grounds for termination of employment; or

We will not discriminate in employment, recruitment, advertisements for employment, compensation, termination, promotions and other conditions of employment against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veterans status, sexual orientation, gender identity or gender expression.

Having worked both sides of the union issue in public employment, I can tell you that no union contract fails to include termination or discipline for cause.

While nonprobationary teachers should have due process for any termination, it is important to differentiate between loss of employment for and issues with far - reaching consequences that could permanently impact a teacher's right to practice.

Lenders can use a variety of documents for this purpose, including: Verification of Employment (VOE) documents, termination notices, business closure notices, tax returns, and W - 2 forms.

• 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

Meet one or more of the eligibility requirements for a hardship withdrawal which include: disability, debt for medical expenses that exceed 7.5 percent of your adjusted gross income, alimony and child support obligations or separation from employment through termination, retirement or quitting.

No employer, employment agency, licensing agency or agent shall use information in a consumer credit report of a job applicant or employee in connection with or as a criterion for employment decisions related to hiring, termination, promotion, demotion, discipline, compensation, or the terms, conditions or privileges of employment.

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.

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.

«Nevertheless, prior to the termination of their employment with Activision, West and Zampella unreasonably and / or in bad faith refused to provide this consent in an effort to gain an unfair advantage in negotiations with Activision and in an improper attempt to gain an advantage for themselves in connection with their plan to leave Activision and establish their own company,» the suit states.

If CONSULTANT's employment with EMPLOYER terminates for any reason, the CONSULTANT shall not, for a period of one year from the date of termination, have any business dealings whatsoever, either directly or indirectly or through corporate entities or associates with any customer or client of EMPLOYER or its subsidiaries or any person or firm which has contacted or been contacted by EMPLOYER as a potential customer or client of EMPLOYER;

He has over 32 years of experience as a litigation attorney in the State of Connecticut, with an established practice for over 27 years in the City of Hartford, handling matters involving personal injury, automobile accidents, medical malpractice, wrongful death, workers» compensation, employment discrimination, wrongful termination, civil rights violations, social security disability, criminal law, contract disputes, divorce and family law.

Employing the historical approach, an employee who had worked for the vendor for twenty years and then for the purchaser for only eleven months would only be entitled to one week of notice of termination pay, pursuant to the provisions of the Ontario Employment Standards Act, 2000.

More recently, the courts have changed their position on this point; while a sale is still considered to result in termination of employment, the law presumes that an employee of the vendor who is hired by the purchaser is entitled to have his or her time spent in employment with the vendor taken into account for reasonable notice purposes, absent express agreement to the contrary.

It will cover termination of employment, procedures, protection for workers, compensation as well as insight and opinion on the most common difficulties employers face and any upcoming legal changes planned...

For lawyers new to the field of employment law, the ability to identify and evaluate the many potential claims and defenses in a wrongful termination case is an essential skillset.

Employment Standards staff administer and enforce the Employment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of eEmployment Standards staff administer and enforce the Employment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of eEmployment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of eemployment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of eemployment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of employmentemployment.

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 minimuFor 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 minimufor 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 minimufor payment in lieu of reasonable termination notice at common law — often far exceeding the statutory minimums.

In Howard the Ontario Court of Appeal awarded an employee whose employment was terminated 23 months into a five - year term damages reflecting the balance of the term on the basis that the contractual clause providing for early termination was unenforceable due to ambiguity.

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.»

The Federal Court of Appeal acknowledged that for a very long time there had been two divergent and conflicting lines of case law regarding the question of whether Part III of the Canada Code permits terminations of employment without cause.