Sentences with phrase «termination of employment relationships»

With respect to labour law, she focuses on advising her clients on all individual labour law questions, relating to the establishment, existence and termination of employment relationships, in particular structuring of contracts and rights of termination.

The Ontario Court of Appeal has stated that «when a manager or other senior employee engages in serious sexual harassment and denies that the misconduct occurred or otherwise refuses to recognize the unacceptable nature of his or her conduct, termination of the employment relationship may be the appropriate employer response».

As stated above, employers have a duty of good faith and fair dealing in the employment relationship and the termination of the employment relationship.

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.

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».

Because Switzerland, in comparison with other European countries, still has an employer friendly employment legislation, termination of an employment relationship is quite straight forward from a legal perspective.

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

Not exact matches

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.

However, termination for cause has been described by the Ontario courts as the «capital punishment» of the employment relationship.

Even in the presence of conduct that seems to justify termination for cause, the misconduct must be of such a degree that the employment relationship is completely undermined.

Julian handles both contentious and non-contentious Employment matters, dealing with the full lifecycle of the employment relationship from inception to termination aEmployment matters, dealing with the full lifecycle of the employment relationship from inception to termination aemployment relationship from inception to termination and beyond.

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.

If you are an employer and are faced with serious misconduct by an employee, it is important to be mindful of how the misconduct affects the employment relationship when considering termination without notice or severance pay.

Galea provides a reminder to employers about the importance of maintaining good faith and fair dealing throughout the employment relationship, including with regards to the 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.

Jim's practice involves providing advice on every aspect of the employment relationship, including hiring, employee terminations, discipline, accommodation, human rights and occupational health and safety (including workplace violence and harassment).

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.

● Both the Court of Appeal and House of Lords went further to point out a distinction between breaches of contract arising during the employment relationship and the manner of termination of that relationship.

An employee who has worked for a company less than 5 years may also be entitled to severance pay if the termination occurred because of a permanent discontinuance of all or part of the employer's business, and the employee is one of 50 or more employees who have their employment relationship severed within a six - month period as a result.

a. the legal enforceability of restrictive covenants; b. the legal parameters relating to wrongful termination, constructive dismissal or other similar concepts affecting an employee's entitlement to severance on termination of employment; c. any special employment laws that apply in connection with a change in control or other type of corporate transaction (e.g., an executive's entitlement to severance or the mechanism by which an executive's employment may transfer to a corporate acquirer); and d. other labour - related laws (such as laws related to unions or works councils) that may affect the employment relationship in a particular jurisdiction.

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.

Another large portion of an employment law performs counseling employers in all aspects of the employment relationship, from hiring through termination.

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

Second, by agreeing on termination pay up front, an employee will be aware of his or her entitlements from the very beginning of the employment relationship.

Second, each Canadian province has human rights legislation that protects employees from discrimination in all aspects of the employment relationship, including hiring, promotions, and termination.

She provides her clients with strategic advice regarding all aspects of the employment relationship including hiring and termination, human rights, collective agreement interpretation, discipline, privacy, the purchase and sale of businesses, restrictive covenants and competition issues.

The guide amounts to a valuable information resource for both legal and business professionals, providing a high - level overview of a large number of aspects, from a general overview of the country's regulations and specificities, employment relationship, recruitment, wages and working hours, to workplace related privacy, discrimination, family leave and even termination and which tribunals / courts have the appropriate jurisdiction to hear labor - related complaints.

Labor and employment laws affect the entire legal relationship between employers and employees, beginning with the initial hiring process and expanding into every facet of daily operations, including job descriptions, wages, promotions, reviews, terminations, benefits, mergers and acquisitions, as well as the successful resolution of disputes pertaining to unfair labor practices and discrimination.

However, the Court of Appeal disagreed, on the basis that if a termination clause could breach the ESA at some point in the employment relationship, the clause is void and unenforceable even if the employee has in fact received all of her entitlements given when termination of her employment happened.

Another large component of an employment law practice includes counseling employers in all aspects of the employment relationship, from hiring through termination.

Members of the Employment Law Group work with our clients from the inception of employment, during the course of the employment relationship, and upon termination of employment, on various issues thaEmployment Law Group work with our clients from the inception of employment, during the course of the employment relationship, and upon termination of employment, on various issues thaemployment, during the course of the employment relationship, and upon termination of employment, on various issues thaemployment relationship, and upon termination of employment, on various issues thaemployment, on various issues that include:

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.

Unless a termination is deemed to be unfair in the sense of the law (based on political opinion, gender, sexual orientation, etc.) an employment relationship can be terminated at will, only subject to the observance of the statutory or contractual notice period.

As a result of this decision, it is now clear that employees who are regulated under Part III of the Canada Labour Code can not, following their first year of employment, simply be provided with termination notice or pay in lieu, absent a compelling reason for terminating the employment relationship.

[51] The common law entitlement to reasonable notice of termination has been described by the Supreme Court as a «necessary consideration» of an employment relationship: Machtinger, at p. 1024.

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.

Ainsworth suggested in argument that the difference between a repudiation which is open for acceptance and a termination is that the former occurs when the employer unilaterally alters a fundamental term or terms of the employment relationship, but in the context the employment relationship could continue if the employee so chose.

The Court clarified that «a repudiation of [an employer's] essential obligations in the employment relationship» will result in an actual termination, and need not be accepted by the employee as a pre-requisite to ending the employment relationship.

Termination of employment may arise from express notice, or be implied from conduct of the employer that amounts to repudiation of its essential obligations in the employment relationship.

The hiring process and the termination process are equally important stages of the employment relationship — and both are full...

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The termination letter signals the end of the employment relationship.

Washington Hospital Center, Recruitment & Employment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomEmployment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcoming events