TERMINATION OF CONTRACT OF EMPLOYMENT. (1) Despite clause 4(5), an employer or an employee who desires to terminate the contract of employment, shall give -
TERMINATION OF CONTRACT OF EMPLOYMENT. (1) Where a contract of employment of an employee comes to an end, a workplace agreement that governs that contract no longer applies to that person except where an agreement under subsection (2) provides otherwise.
TERMINATION OF CONTRACT OF EMPLOYMENT. This Contract of Employment may be terminated by:
TERMINATION OF CONTRACT OF EMPLOYMENT. Article 10 In addition to the reasons prescribed by the Labour Relations Act, branch collective agreements or employers’ collective agreements shall determine other reasons and situations in which work obligations have not been carried out or in which work order and discipline have been violated warranting the termination of a contract of employment for the worker’s personal reasons.
TERMINATION OF CONTRACT OF EMPLOYMENT. (1) Whenever an employer or an employee intends terminating a contract of employment he shall give the other party:-
TERMINATION OF CONTRACT OF EMPLOYMENT. This contract shall come to an end upon the expiry of the contract period as indicated in 2 above. Besides grounds enumerated in the name of organization Internal regulation & the labour laws shall be good cause for terminating this contract prior to the expiry of the contract duration. DISPUTE SETTLEMENT a) Any dispute shall, as far as possible, be solved through a process of discussion & conciliation. SAFEGUARDING COMMITMENT The employee is expected to adhere to conditions contained in the Safeguarding, Protection from Sexual Exploitation and Abuse Policies and Code of Conduct. Breaches in these policies will be dealt with in accordance with the name of organization policies and may lead to sanctions being imposed including termination of employment. APPLICABLE LAWS This contract of employment has been made and shall be interpreted in accordance with name of organization Internal Regulation and the Labour Laws of xxx country and amendments thereof. Besides the following documents, which are annexed herewith, shall be integral parts of this agreement. The employee’s Job Description name of organization Charter name of organization Code of Conduct name of organization Safeguarding Policy name of organization Protection from Sexual Exploitation and Abuse Policy name of organization HR Manual name of organization Security Regulation list other organization policies as necessary EFFECTIVE DATE: This contract of employment shall be effective dd/mm/yyyy EMPLOYEE FOR THE EMPLOYER Name: Name: Position : Position: Signature : Date: dd/mm/yyyy Signature: Date: dd/mm/yyyy Zero Tolerance Clause Any employee who suspects something is wrong should raise their concerns through the appropriate channels Email: xxxx
TERMINATION OF CONTRACT OF EMPLOYMENT. Article 51 In addition to the reasons determined by law, the employer may terminate the employee’s contract of employment in the following cases: If, on the occasion of commencing employment or assignment to another position (job), the employee gave false information relating to the conditions of employment, or the performance of other tasks; If the employee, without the knowledge of the employer, and contrary to the concluded contract of employment, violated the rights and obligations of the prohibition of competition; If there is unexcused absence from work for more than two working days in a row, or five working days intermittently during a calendar year; Coming to work intoxicated, drinking during work or use of narcotic drugs, with the refusal to take appropriate test to determine these facts by a trained person, in accordance with separate regulations; The use and disposal of official car, machine and tool for work contrary to the act of the employer with which the employee has previously been familiarized; If he / she abused the right to leave for temporary inability to work, especially if, during the period of temporary inability for work, he / she worked for another employer or if the employer is not submitted a report on temporary inability to work, either personally or through another person, within five days of the issuance of the report; If he / she violated the regulations on safety at work thereby causing a danger to his / her own or other employees’ health, or severe injuries at work, occupational disease or work-related illness; Violent, indecent or insulting behaviour towards clients or employees; If the employee fails to return to work within two working days after the end of unpaid leave, or within 30 days of termination of the reason why his / her rights and obligations arising from work were inactive, without reasonable cause; If the employee commits a criminal offence at work or in relation to work; and In other cases determined by branch collective agreement or collective agreement with the employer. In the cases referred to in paragraph 1, item 1, 3, 5, 6 and 7 of this Article, the employer shall previously warn the employee in writing about the existence of reasons for termination of the contract of employment, leaving him / her a period of five working days to declare about it, in writing. The employer shall submit for opinion the warning referred to in paragraph 2 of this Article in writing to the trade union whose member is the...
TERMINATION OF CONTRACT OF EMPLOYMENT. 4.1.1 An employer or an employee, who wishes to terminate the contract of employment, shall give notice of termination of not less than:
TERMINATION OF CONTRACT OF EMPLOYMENT. (1) An employer or employee who intends terminating a contract of employment shall give the other party at least one week's written notice of termination of such contract, which notice shall be given before 12:00 on any working day, and shall commence as from 08:00 on the following working day if such contract has been for up to six months, continuous employment and two weeks written notice if such contract has been for longer than six months' continuous employment.
TERMINATION OF CONTRACT OF EMPLOYMENT. 5.1 The employee shall be required to serve a probationary period for the first six months of his employment with the company. During the first four weeks of his employment with the company, either party may terminate this contract of employment by the furnishing of not less than one week's notice of its intention to do so. If the employee is employed for more than four weeks but less than one year, no less than two week's notice of either parties intention to terminate this contract of employment shall be given. If the employee is employed for one year or more than four weeks notice of either parties intention to terminate the contract shall be given.
