Employee Considerations. (a) Schedule 11.1 to this Agreement, as updated at the Closing Date, sets forth for each Branch a list of Employees and a corresponding annual salary ("Annual Salary") for each employee. It is Purchaser's current intent, subject to discussions with and the evaluation of each Employee, to offer employment at the Closing to all of the Employees. All Employees offered employment shall be offered the same approximate Annual Salary as set forth in Schedule 11.1 together with any increases pursuant to Section 4.1(k).
Employee Considerations. As employees review the eligibility criteria to request a WFH Agreement there are a few considerations that may help determine if the WFH Program could be feasible for their role, including: ● Does the work I perform require me to collaborate in person with my coworkers, supervisor, and/or clients on a regular basis? ● How would I ensure I am accessible to clients? ● Am I willing to adjust my schedule and come into the office on a regularly scheduled home office day if required? ● Does my work require me to use systems (non-computer) and/or resources that are only accessible from a university worksite? ● Does my home work location allow for university assets such as equipment and documents to be securely stored? ● Does my home work location meet Health and Safety standards and allow for confidential conversations to occur as required? Application and Approval Program Intake The intake of Phase 1 applications for the program is expected to begin in November 2021 with a review of applications to take place through January 2022. Phase 1 Applicants will be advised of decisions in January 2022 with formal WFH Agreements to begin in February 2022. Additional employee groups will be considered for inclusion in March 2022. These initial timelines will be subject to adjustment at the university's discretion depending on the number and complexity of the applications and surrounding circumstances. After the outlined intake process, applications may be submitted to a manager/supervisor at any time, and considered thereafter.
Employee Considerations. All Employees of Seller shall be terminated on or before the Closing Date at the expense of Seller. Following the Closing Date or at such other time as may be agreed upon by the parties, Buyer will in good faith interview the Employees for consideration as employees of Buyer.
Employee Considerations. To participate in a flexiplace program, the employee’s past performance and conduct must demonstrate the level of reliability, independence, responsibility, and trustworthiness necessary for successful performance away from the official workplace and on-site supervision.
Employee Considerations. (a) Buyer shall offer employment as of the Closing Date to all Employees. All Employees shall be offered employment at base wages and salaries no less favorable than the wages and salaries currently being paid by Seller to such Employees. To the extent consistent with Buyers existing structure for comparable positions and comparable officer titles and its current policies regarding officer titles, Employees shall be offered positions with responsibilities and officer titles comparable to those they currently have with Seller and, unless agreed upon by any such Employee, within a reasonable geographic proximity to such Employees work location before the Closing Date.
Employee Considerations. The associate dentist should be concerned if the “for cause” provisions are too general. The associate dentist will generally negotiate a requirement of a written warning and time to cure prior to the dental practice being able to invoke a termination right for cause.
Employee Considerations. This associate dentist should clearly understand what he is obligating himself to perform under the AEA, particularly if there is language in the AEA that does not conform to a verbal agreement with the dental practice.
Employee Considerations. The associate dentist generally wants to limit the length of time and geographic area. I generally advise that a ten-mile radius is reasonable.
Employee Considerations. The associate dentist will be prohibited from hiring the dental practice’s employees or providing services to the dental practice’s patients at the end of the employment relationship.
Employee Considerations. If the associate dentist is worried about a wrongful termination claim or any other claim against the dental practice, then litigation is not recommended because the associate dentist will be required to pay litigation fees out of pocket (which will be a long time). Additionally, associate dentist’s generally want a jury trial because juries are generally more sympathetic to employees.
