Sentences with phrase «to terminate the employee»

And employers should not terminate employees for cause where another form of discipline is more appropriate.

However, it is perfectly legal to terminate an employee who does not submit to a credit check (in most places).

3: Can employers terminate an employee because they contribute too much to the overall rate.

To do otherwise gives the employer grounds to terminate the employee with cause.

It is rare that an employer has cause to terminate an employee without notice.

Our firm regularly finds ways to get much better deals for terminated employees in circumstances that allow for it.

Most organizations will terminate an employee immediately if they find out the person lied.

Additional protection for misuse by terminated employees and for most purchases against loss, damage, theft, or fire.

Under the public policy exception, employers can not terminate employees for reasons that appear to violate a key portion of public policy.

In my policy, can I state that I will terminate an employee after the first positive drug test result yet after the second positive alcohol test result?

Allowing the employer to terminate an employee during the notice / entitlement period of maternity / parental leave only for situations where the business is closed or suspended.

This means that employers have the right to fire or terminate an employee at anytime without providing a reason, as long as it is not illegal.

You're an employer who needs to terminate an employee because of layoffs, poor performance or some other reason.

That principle has important economic benefits, effectively requiring terminated employees to seek out and take comparable productive employment elsewhere rather than sitting back and collecting severance.

They can also terminate an employee if their religious beliefs change while they are employed.

This means that an employer can not legally terminate an employee because they are pregnant.

You will be providing terminated employee (s) with the best job search and placement services available.

As an employer, what legal rights do you have to terminate an employee based on off - duty behaviour that you have seen publicized on social media?

However, with the right approach, you can reduce these negative behaviors and terminate employees whose behavior might be toxic to the environment you've worked hard to create.

If you think you may have to terminate employees always have legal advice.

You should also be prepared because some companies may actually terminate the employee immediately.

Occasionally, appeals are successful, and recently terminated employees should contact an attorney about their appeal options.

Most importantly, the employer can place a requirement such that the employee must not voluntarily terminate employee X years after their last completed course / program.

Do not forget to find out what happens to terminated employees email.

The first thing you need to figure out, as a newly terminated employee, is how your former employer will characterize your separation from the company.

In addition to relieving the day - to - day work burden of assisting terminated employees, businesses enhance their reputation both within their local community and with their remaining employees.

As this post has often mentioned and as the law has made plain, employers can terminate employees who take or are on maternity or parental leave.

Only if there is just cause for termination, the employer may terminate the employee without severance pay.

It should also be made clear that the retailer reserves the right to terminate employees for reasons not stated in the handbook, or for no reason at all.

If we find evidence of any employee or contractor violating our policies — directly or indirectly — I will not hesitate to terminate the employee immediately and take appropriate legal action.

Or does a company's ability to terminate an employee at will trump these private rights?

Employers may seek to update their HR policy manual — or are being taken to court by a recently terminated employee.

Let me take a moment to use that experience to provide an insight into the mistakes that employers commonly make when terminating an employee's employment.

Deducting the benefits would provide the wrongfully terminated employee with exactly what he would have received had the employment contract been performed: an amount equal to his salary during the reasonable notice period and thereafter defined benefits for the rest of his life.

This exception, known as the breach of the implied covenant of good faith and fair dealing, prohibits an employer from terminating an employee who is paid on a commission basis for the purposes of preventing that employee from earning his or her commission that is about to become due.

A recent decision of the BC Supreme Court provides valuable insight into the manner in which aggravated damages will be awarded to employees, and reinforces the significance of conducting thorough investigations before terminating an employee for cause.

Furthermore, in certain cases, such as alcohol or substance abuse, an employer may be expected to accommodate the employee since such substance abuse may be a disability that prohibits the employer from terminating the employee under the Human Rights Code or Canadian Human Rights Act.

It also potentially reduces the cost to employers of terminating employees under fixed term contracts before the end of the term.

It is possibly the biggest controversy in workplace law: Do employers get away with terminating employees on pregnancy or parental leave illegally because of a «loophole» in legislation, or do the additional legal provisions extended to new parents go beyond what is necessary to ensure they are protected?

When employers terminate an employee as punishment for wrongdoing, it's important that they proceed in a way that pays attention to fundamental principles of justice.

Jackson Lewis» free legal hotline can provide such legal advice as the steps to take when considering terminating an employee, as well as how employment laws apply to your workplace.

Cancel terminated employee files, send certified letter concerning Cobra Benefits, scan into system.

Employers often terminate an employee as a way to avoid fixing a complaint or out of vengeance for filing a claim.

The EEOC has gone as far as suing employers they feel have improperly terminated employees due to a previous criminal record.

If the buyer chooses to retain or terminate the employees then the buyer will have to pay the severances accordingly.

Won an NLRB trial before an administrative law judge and a resulting NLRB appeal where the union alleged that our energy industry client had improperly terminated its employee pension plan after acquiring the assets of a Massachusetts utility (341 NLRB No. 142)

It essentially requires that employers only terminate employees for just cause, even if the Employee Handbooks or Employment Contracts say nothing about that requirement.

While terminating an employee is never pleasant, implementing a severance agreement can provide peace of mind that your business won't face a costly lawsuit.