Instant Dismissal. Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.
Instant Dismissal. Nothing in this clause shall affect the right of the company to dismiss an employee without notice for misconduct or refusing duty.
Instant Dismissal a) An employee may be dismissed without notice (instant dismissal) for serious misconduct or neglect of duty, in which case wages will be paid up to the time of dismissal only.
Instant Dismissal. 8.7.1 In the case of a finding of serious misconduct, the Board may dismiss the principal without notice.
Instant Dismissal. 8.5.1 Nothing in Part 8 prevents instant dismissal without notice in the case of serious misconduct.
Instant Dismissal. 1. Nothing in sections 6.2, 6.4 or 6.5 prevents dismissal without notice in the case of serious misconduct.
Instant Dismissal. Notwithstanding the provisions of sub-clauses 14.1 hereof, the Company will have the right to dismiss any employee, without notice, for conduct that justifies instant dismissal, in such cases the wages shall be paid up to the time of dismissal only.
Instant Dismissal. Nothing in this Part shall affect the right of the company to dismiss any employee without notice for malingering, inefficiency, neglect of duty, misconduct or refusing duty. In such cases the wages shall be paid up to the time of dismissal only.
Instant Dismissal. Nothing in this clause prevents dismissal without notice in the case of serious misconduct.
Instant Dismissal. The above procedures dealing with poor work performance or unsatisfactory conduct and are not intended to interfere with the right of the Company to dismiss an employee without notice for serious and wilful misconduct that justifies instant dismissal. In such circumstances the following procedure should be followed: ▪ An investigation should be conducted to establish the facts. ▪ An interview of the Employee should be conducted by the Company. It would be appropriate that at least two members of management be present. ▪ It is appropriate for a nominated or responsible Employee acceptable to the Employee being disciplined to also be present. ▪ At the time of the interview the Employee should be informed of the alleged misconduct and be given the opportunity to explain his/her actions. ▪ If no satisfactory explanation is provided by the Employee, the Employee shall be dismissed. ▪ The Employee should be notified in writing of the dismissal and the reasons for same.
