Common use of Termination without Notice Clause in Contracts

Termination without Notice. Notwithstanding 18B beneath, in consideration of the nature of the services provided by the Employer, the type of clientele serviced and the environment and philosophy honoured by the Company, Just better Care may terminate the employment of the Employee immediately and without notice if the Employee: • is convicted of any indictable offence • commits any serious or persistent breach of his/her obligations under this agreement, including abandonment of duties • is guilty of any serious misconduct, or wilful misconduct, or professional misconduct • is guilty of any of the following: intoxication, under the influence of illegal drugs, theft, fraud, physical abuse, verbal abuse, assault or other criminal behaviour, gross intimidation and bullying, sexual harassment and other offensive or harassing behaviour, disregard for health and safety obligations, refusal to carry out lawful and reasonable instruction, neglect of duty • is guilty of conduct, which, in the reasonable opinion of the Employer, may prejudice the name, reputation, standing and/or operations of the Employer. Regard shall be given to the severity of the offence and each transgression shall be determined upon its own merits as well as in the context of the workplace, the duties carried out at the time, the overall conduct of the Employee and the Employee’s work history.

Termination without Notice. Notwithstanding 18B beneath, in consideration of the nature of the services provided by the Employer, the type of clientele serviced and the environment and philosophy honoured by the Company, Just better Better Care Northern Suburbs may terminate the employment of the Employee immediately and without notice if the Employee: • is convicted of any indictable offence • commits any serious or persistent breach of his/her obligations under this agreement, including abandonment of duties • is guilty of any serious misconduct, or wilful misconduct, or professional misconduct • is guilty of any of the following: intoxication, under the influence of illegal drugs, theft, fraud, physical abuse, verbal abuse, assault or other criminal behaviour, gross intimidation and bullying, sexual harassment and other offensive or harassing behaviour, disregard for health and safety obligations, refusal to carry out lawful and reasonable instruction, neglect of duty • is guilty of conduct, which, in the reasonable opinion of the Employer, may prejudice the name, reputation, standing and/or operations of the Employer. Regard shall be given to the severity of the offence and each transgression shall be determined upon its own merits as well as in the context of the workplace, the duties carried out at the time, the overall conduct of the Employee and the Employee’s work history.

Termination without Notice. Notwithstanding 18B beneath, in consideration of the nature of the services provided by the Employer, the type of clientele serviced and the environment and philosophy honoured by the Company, Just better Better Care Hills District may terminate the employment of the Employee immediately and without notice if the Employee: • is convicted of any indictable offence • commits any serious or persistent breach of his/her obligations under this agreement, including abandonment of duties • is guilty of any serious misconduct, or wilful misconduct, or professional misconduct • is guilty of any of the following: intoxication, under the influence of illegal drugs, theft, fraud, physical abuse, verbal abuse, assault or other criminal behaviour, gross intimidation and bullying, sexual harassment and other offensive or harassing behaviour, disregard for health and safety obligations, refusal to carry out lawful and reasonable instruction, neglect of duty • is guilty of conduct, which, in the reasonable opinion of the Employer, may prejudice the name, reputation, standing and/or operations of the Employer. Regard shall be given to the severity of the offence and each transgression shall be determined upon its own merits as well as in the context of the workplace, the duties carried out at the time, the overall conduct of the Employee and the Employee’s work history.