Common use of Employee Indemnification Clause in Contracts

Employee Indemnification. 13.1 ESA will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESA, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA will not provide financial indemnification to an employee considered by ESA to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESA. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES

Employee Indemnification. 13.1 ESA OPG will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESAOPG, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA OPG will not provide financial indemnification to an employee considered by ESA OPG to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESAOPG. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTESOPG policy.‌‌

Employee Indemnification. 13.1 ESA OPG will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESAOPG, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA OPG will not provide financial indemnification to an employee considered by ESA OPG to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESAOPG. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA OPG policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES.

Employee Indemnification. 13.1 ESA NSS will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESANSS, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA NSS will not provide financial indemnification to an employee considered by ESA NSS to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESANSS. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA NSS policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES

Employee Indemnification. 13.1 ESA NHSS will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESANHSS, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA NHSS will not provide financial indemnification to an employee considered by ESA NHSS to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESANHSS. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA OPGI policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES

Employee Indemnification. 13.1 ESA will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESA, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal quasi‐criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA will not provide financial indemnification to an employee considered by ESA to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESA. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES.

Employee Indemnification. 13.1 ESA will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESA, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA will not provide financial indemnification to an employee considered by ESA to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESA. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES.

Employee Indemnification. 13.1 ESA will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for ESA, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal quasi‐criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, ESA will not provide financial indemnification to an employee considered by ESA to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of ESA. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the ESA policy. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES