Considerations for Termination Clause Samples
The 'Considerations for Termination' clause outlines the factors and procedures that must be evaluated before ending an agreement. It typically details the circumstances under which termination is permitted, such as breach of contract, insolvency, or mutual consent, and may specify notice periods or required documentation. This clause ensures that both parties understand the conditions and process for ending the contract, thereby reducing disputes and providing a clear framework for orderly termination.
Considerations for Termination. The University will determine which 20 bargaining unit faculty members will be terminated based on the following
(a) The University will retain bargaining unit faculty members who have the best skills and
Considerations for Termination. The University will determine which 19 bargaining unit faculty members will be terminated based on the following 20 considerations: 21 22
(a) skills and abilities to accomplish future work. In making such judgment, the 24 University may consider all appropriate factors, including but not limited to: 25 capacity to meet the needs of the University in the future; performance evaluation 26 history; academic training; professional reputation; teaching effectiveness, 27 research record or quality of scholarly or creative activity; and service to the 28
(b) In identifying bargaining unit members for termination, the University will 31 consider its commitment to maintain diversity and its legal obligations regarding 32 affirmative action. 33 34 The provisions of this Article do not apply to bargaining unit faculty members who have 35 received notice of non-reappointment. Nothing in this Article affects the terms and 36 conditions of employment of bargaining unit faculty members (a) on a visiting 37 appointment at the University, (b) whose positions are funding contingent, or (c) who 38 are appointed for less than one academic year. 39 40 Section 4. Termination Resulting from Program Elimination or Reduction for 41 Financial Reasons. A bargaining unit faculty member’s employment may be terminated 42 upon the determination by the President that a demonstrably legitimate financial need for 43 program elimination or reduction exists. 44 45 Section 5. Termination Resulting from Program Elimination or Reduction for 46 Academic Reasons. A bargaining unit faculty member’s employment may be terminated 47 upon the determination by the President that a legitimate academic need for a 48 discontinuance or reduction of a program or department exists. 49
Considerations for Termination. The University will determine which 44! bargaining unit faculty members will be terminated based on the following 45! considerations: 46! !47! (a) The University will retain bargaining unit faculty members who have the best 48! skills and abilities to accomplish future work. In making such judgment, the 49! ! ! University may consider all appropriate factors, including but not limited to: 1! capacity to meet the needs of the University in the future; performance evaluation 2! history; academic training; professional reputation; teaching effectiveness, 3! research record or quality of scholarly or creative activity; and service to the 4! profession, the University and the community. 5! !6! (b) In identifying bargaining unit members for termination, the University will 7! consider its commitment to maintain diversity and its legal obligations regarding 8! affirmative action. 9!
Considerations for Termination. The University will determine which bargaining unit faculty members will be terminated based on the following considerations:
(a) The University will retain bargaining unit faculty members who have the best skills and abilities to accomplish future work. In making such judgment, the University may consider all appropriate factors, including but not limited to: capacity to meet the needs of the University in the future; performance evaluation history; academic training; professional reputation; teaching effectiveness, research record or quality of scholarly or creative activity; and service to the profession, the University and the community.
(b) In identifying bargaining unit members for termination, the University will consider its commitment to maintain diversity and its legal obligations regarding affirmative action. The provisions of this Article do not apply to bargaining unit faculty members who have received notice of non-reappointment. Nothing in this Article affects the terms and conditions of employment of bargaining unit faculty members (a) on a visiting appointment at the University, (b) whose positions are funding contingent, or (c) who are appointed for less than one academic year.
Considerations for Termination. The University will determine which 20 bargaining unit faculty members will be terminated based on the following
(a) The University will retain bargaining unit faculty members who have the best 24 skills and abilities to accomplish future work. In making such judgment, the 25 University may consider all appropriate factors, including but not limited to: 26 capacity to meet the needs of the University in the future; performance evaluation 27 history; academic training; professional reputation; teaching effectiveness, 28 research record or quality of scholarly or creative activity; and service to the 29 profession, the University and the community.
(b) In identifying bargaining unit members for termination, the University will 32 consider its commitment to maintain diversity and its legal obligations regarding 33 affirmative action. 35 The provisions of this Article do not apply to bargaining unit faculty members who have 36 received notice of non-reappointment. Nothing in this Article affects the terms and 37 conditions of employment of bargaining unit faculty members (a) on a visiting 38 appointment at the University, (b) whose positions are funding contingent, or (c) who 39 are appointed for less than one academic year. 40 41 Section 4. Termination Resulting from Program Elimination or Reduction for