Unfair Dismissal. For the purpose of this clause, termination of employment shall include termination with or without notice. Termination on the ground of race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute an unlawful termination of employment.
Unfair Dismissal. 7.5.1 An employee suspended from duty as a result of disciplinary action will continue to be paid his or her normal weekly pay during the period of suspension.
Unfair Dismissal. Termination of employment by the Company will not be harsh, unjust or unreasonable.
Unfair Dismissal. Termination of employment by Aspen Pharma Pty Ltd shall not be harsh, unjust or unreasonable. For the purpose of this clause, termination of employment shall include termination with or without notice. Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the grounds of race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute a harsh, unjust or unreasonable termination of employment.
Unfair Dismissal. Nothing in this Clause shall be taken as in any way conferring a right or remedy in relation to the termination of employment of an employee for a reason that is harsh, unjust or unreasonable.
Unfair Dismissal. 10.1.6 a redundancy payment whether statutory or other;
Unfair Dismissal. 6.4.1 Managers will obtain approval from senior management before any termination is implemented. For a termination of employment to be considered valid it is essential that; • There is a valid reason for termination; • A fair process was followed; • The termination was not unfair, unjust or harsh.
Unfair Dismissal. The Company shall not unfairly, harshly or unreasonably dismiss an employee. Any dispute relating to termination of employment shall be determined in accordance with clause 21.
Unfair Dismissal. (i) What was the principal reason for dismissal and was it a potentially fair one in accordance with sections 98(1) and (2) of the Employment Rights Act 1996 (“ERA”)? The respondent asserts that it was a reason relating to the claimant’s capability.
Unfair Dismissal. This clause is to be applied in conjunction with the relevant provisions of the Fair Work Act (Part 3-2- Divisions Sec 379-405) Schedule B—School-based Apprentices
