Common use of Other Grounds for Termination Clause in Contracts

Other Grounds for Termination. In some instances an action or inaction by an employee may give rise to circumstances that are not considered a disciplinary matter but may materially impact the continuing employment relationship with the company and result in termination of employment Examples of such circumstance may include but not be limited to the following; o Medical incapacity o Failure to maintain the legal right to work o Abandonment of employment o Failure to disclose a material fact that may impact the ongoing employment relationship e.g. a criminal conviction during employment that prevents an employee from fulfilling their duties Personal Grievance If an employee has any concerns about their employment, or how they are treated at work, they should advise Metlifecare as soon as possible so these can be resolved. The first step is for the employee and Metlifecare to discuss the problem and try to find possible solutions. If the issue cannot be resolved then a personal grievance may be raised. The employee has 90 days from the time the problem occurred, or became known by the employee, to raise the grievance with Metlifecare via the People Team. If the problem cannot be resolved, the employee or Metlifecare can seek help from an external party, e.g. one or more of the following: o Employment Mediation Services, which offers free information and mediation to help employers and employees work together to resolve problems o a union or an advocate o a lawyer. If it cannot be resolved at mediation, the employee or Metlifecare may elect to progress to the Employment Relations Authority. APPENDIX D E tū Incorporated Family Violence Guidelines:

Other Grounds for Termination. In some instances an action or inaction by an employee may give rise to circumstances that are not considered a disciplinary matter but may materially impact the continuing employment relationship with the company and result in termination of employment Examples of such circumstance may include but not be limited to the following; o Medical incapacity o Failure to maintain the legal right to work o Abandonment of employment o Failure to disclose a material fact that may impact the ongoing employment relationship e.g. a criminal conviction during employment that prevents an employee from fulfilling their duties Personal Grievance If an employee has any concerns about their employment, or how they are treated at work, they should advise Metlifecare as soon as possible so these can be resolved. The first step is for the employee and Metlifecare to discuss the problem and try to find possible solutions. If the issue cannot be resolved then a personal grievance may be raised. The employee has 90 days from the time the problem occurred, or became known by the employee, to raise the grievance with Metlifecare via the People Human Resources Team. If the problem cannot be resolved, the employee or Metlifecare can seek help from an external party, e.g. one or more of the following: o Employment Mediation Services, which offers free information and mediation to help employers and employees work together to resolve problems o a union or an advocate o a lawyer. If it cannot be resolved at mediation, the employee or Metlifecare may elect to progress to the Employment Relations Authority. APPENDIX D E tū Incorporated ETU Family Violence Guidelines:

Other Grounds for Termination. In some instances an action or inaction by an employee may give rise to circumstances that are not considered a disciplinary matter but may materially impact the continuing employment relationship with the company and result in termination of employment Examples of such circumstance may include but not be limited to the following; o Medical incapacity o Failure to maintain the legal right to work o Abandonment of employment o Failure to disclose a material fact that may impact the ongoing employment relationship e.g. a criminal conviction during employment that prevents an employee from fulfilling their duties Personal Grievance If an employee has any concerns about their employment, or how they are treated at work, they should advise Metlifecare as soon as possible so these can be resolved. The first step is for the employee and Metlifecare to discuss the problem and try to find possible solutions. If the issue cannot be resolved then a personal grievance may be raised. The employee has 90 days from the time the problem occurred, or became known by the employee, to raise the grievance with Metlifecare via the People Human Resources Team. If the problem cannot be resolved, the employee or Metlifecare can seek help from an external party, e.g. one or more of the following: o Employment Mediation Services, which offers free information and mediation to help employers and employees work together to resolve problems o a union or an advocate o a lawyer. If it cannot be resolved at mediation, the employee or Metlifecare may elect to progress to the Employment Relations Authority. APPENDIX D E tū Incorporated IncorporatedETU Family Violence Guidelines: