Common use of Employee Indemnification Clause in Contracts

Employee Indemnification. 13.1 Xxxxx Power will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for Xxxxx Power, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, Xxxxx Power will not provide financial indemnification to an employee considered by Xxxxx Power to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of Xxxxx Power. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the Xxxxx Power policy.

Employee Indemnification. 13.1 Xxxxx Power AMEC NSS will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for Xxxxx PowerAMEC NSS, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, Xxxxx Power AMEC NSS will not provide financial indemnification to an employee considered by Xxxxx Power AMEC NSS to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of Xxxxx PowerAMEC NSS. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the Xxxxx Power AMEC NSS policy.. 14 VOLUNTARY RECOGNITION AGREEMENT DISPUTES

Employee Indemnification. 13.1 Xxxxx Power Xxxxx will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for Xxxxx PowerXxxxx, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, Xxxxx Power Xxxxx will not provide financial indemnification to an employee considered by Xxxxx Power Xxxxx to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of Xxxxx PowerXxxxx. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the Xxxxx Power policy.

Employee Indemnification. 13.1 Xxxxx Power NWMO will provide assistance and financial indemnification to an employee who, as a consequence of performing the normal duties of his/her job for Xxxxx PowerNWMO, is made, or threatened to be made, a party to a civil action or a criminal proceeding (other than for offenses under the Criminal Code of Canada) or quasi-criminal proceeding, or other administrative proceeding (such as formal complaint filed with the Human Rights Commission), or is subject to a threat of discipline or actual discipline from an association that is empowered by statute to regulate professional standards. Notwithstanding the above paragraph, Xxxxx Power NWMO will not provide financial indemnification to an employee considered by Xxxxx Power NWMO to have acted with dishonesty, bad faith, or with intentional or reckless disregard for the best interests of Xxxxx PowerNWMO. An employee who is subject to prosecution under criminal law (Criminal Code of Canada) as a consequence of performing the normal duties of his/her job and found to be not guilty, or against whom charges have been dropped, may receive financial indemnification. More details are found in the Xxxxx Power OPG policy.