TERMINATION OF EMPLOYMENT WITHOUT NOTICE. Under extentuating circumstances and in accordance with Clause 337 of the Code of Obligations, this contract of employment may be terminated without notice by both parties.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. (Summary Dismissal) In event of serious misconduct an employee may be suspended on full pay while the matter is investigated. If the case is exceptionally serious, dismissal will be immediate. Whilst not an exhaustive list, the following are examples of misconduct which may result in termination without notice: o falsification of DHL Exel Supply Chain records including but not limited to timesheets, customer records, consignment notes, orders and invoices; o acts of violence or threatening behaviour towards other employees or members of the public; o acts of dishonesty such as theft, serious misuse of DHL Exel Supply Chain assets; o giving or accepting a bribe; o unauthorised disclosure of DHL Exel Supply Chain confidential information; o acts of indecency; o the inability to carry out normal duties as a result of the use of intoxicants; o consuming alcohol or illegal drugs during work; o wilful damage to DHL Exel Supply Chain property; o serious breach of safety procedure; o serious breach of DHL policies and procedures; o any form of workplace bullying, intimidation or harassment; o serious breach of GMP, SOP’s or QA procedures; o any criminal activity committed on DHL Exel Supply Chain premises; is inappropriate conduct when dealing with customers, suppliers or the general public.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. Notwithstanding any other provision of this agreement the Company shall (without prejudice to the other rights and remedies of the Company) be entitled to terminate your employment without notice and without pay in lieu of notice in appropriate circumstances including where you:
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. TBS may at any time terminate any employee’s employment, without payment and effective immediately, if in TBS’s reasonable opinion, the employee commits an act or omission amounting to serious misconduct, including but not limited to: committing theft, fraud or assault in connection with the employee’s employment; being intoxicated at work, as defined in regulation 1.07 of the Regulations; being charged with any serious criminal offence which results in them failing the requirement to satisfactorily pass employment screening requirements as set out in clause 17.1 in circumstances which prevent the employee performing the inherent requirements of their role; failing or refusing to comply with any lawful and reasonable direction given to the employee by TBS that is consistent with the employee’s contract of employment; engaging in conduct causing a serious and imminent risk to the health and/or safety of the employee or others while at work; engaging in conduct causing risk to the reputation, business, or viability of TBS; or otherwise engaging in conduct which is inconsistent with the continuation of the employee’s employment with TBS. TBS may suspend an employee with pay while investigating any matter that TBS reasonably believes could lead to TBS exercising its rights to terminate the employee’s employment or taking other disciplinary action.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. 26.2.1 The Company may terminate an Employee’s employment without written notice if the Employee’s conduct is clearly wrong, dangerous or unsuitable for their employment.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. (i) Employment may be terminated without notice for serious or willful misconduct.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. 10.1 Notwithstanding the notice periods set out in clause 9 above the Company may, by written notice, terminate your employment immediately and without compensation (except for salary and holiday pay accrued, due but unpaid) in any of the following circumstances:
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. Notwithstanding anything else contained herein, nothing in this Agreement shall be taken to limit the rights of the employer to terminate the employee’s employment without notice in any case involving serious, gross and/or wilful misconduct or a serious, wilful and/or gross breach of any aspect of this Agreement on the part of the employee. Specifically, grounds for dismissal include, but are not limited to: Theft of stock, material or equipment, particularly from the clients or employer; and / or Falsification of time sheets, inventories or other documentation; and / or Violence or threatening behaviour directed at any other employee, contractor, client or customer of the Company; and / or Failure to comply with any lawful direction; and / or Unauthorised use of Company equipment or materials; and / or Unauthorised non-attendance for work where the employee has not contacted the employer or has not been able to be contacted by the employer (at the employee’s last known address) for a period of three working days. Provided that where an employee does not agree with a decision made by the Company to terminate that employee’s employment, then the employee shall be entitled to raise such grievance through the Dispute Settlement Procedure.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. Employees who terminate their employment without giving notice forfeit any funds that are due for the portion of the notice period that was not observed, although any such amount is not to exceed an amount equal to the hourly guarantee for 14 days. Comment: Note that a “subsistence minimum” must be obtained from the Swedish Enforcement Authority (Kronofogden) in the county of residence of the employee.
TERMINATION OF EMPLOYMENT WITHOUT NOTICE. Le Max Group may immediately, without notice or payment in lieu of notice, terminate your employment if you are guilty of serious misconduct. Serious misconduct includes, but is not limited to:
