Termination without Notice. The Employer may terminate an Employee’s employment without notice if the Employee engages in serious misconduct.
Termination without Notice. 17.1 The Company may also terminate the Appointment with immediate effect without notice and with no liability to make any further payment to the Employee (other than in respect of amounts accrued due at the date of termination) if the Employee:
Termination without Notice. This Agreement and the Executive’s employment hereunder may be terminated, without advance notice of termination or pay in lieu of such notice, whether under contract, statute, common law or otherwise, in the following circumstances:
Termination without Notice. Subject to the provisions of the applicable laws, if any, the Employer may also terminate this Agreement at any time with immediate effect without notice and with no liability to make any further payment to the Employee (other than in respect of amounts accrued due at the date of termination) if the Employee:
Termination without Notice. The employer may summarily dismiss the employee at any time and without prior notice if the employee commits an act, which amounts to serious misconduct. For the purposes of this sub-clause the employee commits an act of serious misconduct if he/she:
Termination without Notice. 20.1 The Company may terminate the Executive’s employment under this Agreement with immediate effect without notice and with no liability to make any further payment to the Executive (other than in respect of amounts accrued at the Termination Date) if in the reasonable opinion of the Board the Executive:
Termination without Notice. Despite any other provisions of this Agreement, in cases of serious misconduct, the Practice may dismiss you without giving notice (or making payment in lieu). Circumstances which may amount to serious misconduct include, but are not limited to, the following: engaging in dishonest conduct or other gross misconduct (including, but not limited to theft, fraud, assault, being intoxicated at work, refusing to carry out the Practice’s lawful and reasonable instructions that are consistent with your employment and this Agreement); wilful or deliberate behaviour that is inconsistent with the continuation of your employment; conduct that causes serious and imminent risk to the health or safety of a person or the reputation, viability or profitability of the Practice’s business; engaging in sexual harassment; gross incompetence or wilful neglect of duty, or committing any other serious breach of any of the provisions of this Agreement; committing or assisting in the commission of an act of fraud or criminal offence; or acting in a manner (whether in the course of your duties or otherwise) which, in the Practice’s view, does or is likely to bring you or the Practice into serious disrepute.
Termination without Notice. The employer may terminate the employee immediately and without notice if the employee:
Termination without Notice. 14.1 The Trust may also terminate your employment with immediate effect without notice and with no liability to make any further payment to you (other than in respect of amounts accrued due at the date of termination) if you:
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.
