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Topic: Termination of employment

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	Termination of employment (Site not responding. Last check: 2007-10-08)
		Termination of employment must comply with the relevant provisions of the WR Act (the requirements of the WR Act, including the exclusions from the unfair dismissal provisions, and aspects of the unlawful termination provisions, are outlined in Chapter 5)
		Termination of employment is one of the sanctions an Agency Head may impose on an APS employee who is found to have breached the Code of Conduct (section 15).
		Termination of employment must comply with the relevant provisions of the WR Act Act (the requirements of the WR Act, including the exclusions from the unfair dismissal provisions, and aspects of the unlawful termination provisions, are outlined in Chapter 5)
	www.apsc.gov.au /publications02/terminations.htm (9897 words)

	Termination of Employment (Site not responding. Last check: 2007-10-08)
		A person who is employed for an indefinite term, and whose employment is terminated for reasons other than disciplinary, is entitled under common law to a period of reasonable notice prior to termination, or to an amount of pay that he or she would have received if he or she had worked for that period.
		In the cases of both individual and group termination, the employer may give pay in lieu of notice equivalent to the wages the employee would have received during the period of notice he or she would have been entitled to.
		Notice of group termination of employment is usually served upon the employees involved, and/or upon the trade union, and on the government authorities.
	www.hrsdc.gc.ca /asp/gateway.asp?hr=/en/lp/spila/clli/eslc/07termination_of_employment.shtml&hs=lxn (1634 words)

	Termination of employment - Wikipedia, the free encyclopedia
		The most drastic termination of employment is involuntary termination, in its most severe form known as "firing" or "sacking".
		However, immediate termination may be enacted for severe cases, such as fighting, on-the-job sexual harassment or other zero tolerance offenses.
		Finally, termination of employment can happen as a result of layoffs, also known as "downsizing", "reduction in force", or "redundancy", which are not firings.
	en.wikipedia.org /wiki/Termination_of_employment (1407 words)

	Employment Standards Fact Sheet - Termination of Employment \| Ontario Ministry of Labour
		For the purposes of the termination provisions of the Act, a week of layoff is a week in which the employee earned less than half of what he or she would ordinarily earn (or earns on average) in a week.
		Termination pay is a lump sum payment equal to the regular wages for a regular work week that an employee would have earned during the notice period had notice been given.
		Termination pay must be paid to an employee no later than seven days after the employee's employment is terminated or on what would have been the employee's next regular pay day, whichever is later.
	www.labour.gov.on.ca /english/es/factsheets/fs_termination.html (2261 words)

	free writing employment termination letters examples, samples and templates of employment termination, employee ...
		Employers must use proper employment termination and dismissal procedures to ensure that the process of leaving for the employee is fair, compassionate, professional and legally correct.
		Employment termination by the employer normally falls into one of these categories: redundancy, misconduct, or poor performance (which may be due to various reasons, often not the fault of the employee).
		If employment termination is due to redundancy check with the relevant government department for employment as to the proper procedures and statutory requirements relating to pay and notice periods, etc. Liaise as necessary with trades unions and other interested bodies to understand all of the facts, options and procedures.
	www.businessballs.com /employmentterminationletterssamples.htm (3414 words)

	ILOLEX: English display cgi (Site not responding. Last check: 2007-10-08)
		The employment of a worker shall not be terminated unless there is a valid reason for such termination connected with the capacity or conduct of the worker or based on the operational requirements of the undertaking, establishment or service.
		The employment of a worker shall not be terminated for reasons related to the worker's conduct or performance before he is provided an opportunity to defend himself against the allegations made, unless the employer cannot reasonably be expected to provide this opportunity.
		A worker whose employment is to be terminated shall be entitled to a reasonable period of notice or compensation in lieu thereof, unless he is guilty of serious misconduct, that is, misconduct of such a nature that it would be unreasonable to require the employer to continue his employment during the notice period.
	www.ilo.org /ilolex/cgi-lex/convde.pl?C158 (1910 words)

	Discrimination, Wrongful Termination, Retaliation, Employment Lawyer
		Employment discrimination and wrongful termination claims can be difficult because the employee has to prove that the reason he was fired (wrongful termination), not hired, not promoted, or otherwise harassed is because of his (or her) “protected classification”.
		Employment discrimination and wrongful termination (and retaliation) is proved by the “direct method” or the “indirect method”.
		Your lawyer must be familiar with the intricacies of the laws, the statutes of limitation, the physical and emotional effects of litigation on her clients, the interaction of various laws, and the rules of procedure in your state.
	www.madufflaw.com /discrimination (1169 words)

	Termination of Staff Employment
		Policy Statement: When an employee terminates employment at the College, proper procedures should be followed to ensure consideration of fairness, understanding and protection of both the employee and the College.
		Exempt and non-exempt employees who terminate their employment coincident with a paid holiday are not eligible for holiday pay unless they work the day preceding and the day following a scheduled holiday.
		Exempt and non-exempt staff who have their employment terminated coincident to a paid holiday are not eligible for holiday pay.
	www.lclark.edu /dept/hrpolicy/termination.html (376 words)

	Termination of Employment (via CobWeb/3.1 planetlab2.cs.umd.edu) (Site not responding. Last check: 2007-10-08)
		As a general principle employees have a right to terminate their employment with an employer and employers have the right to terminate the employment of employees.
		Termination notice for both the employer and the employee must consider this total period of employment.
		an employee is terminated and re-hired within three months), the periods of employment are considered to be one period of employment for the purpose of determining the minimum amount of notice that is required.
	www.hre.gov.ab.ca.cob-web.org:8888 /cps/rde/xchg/hre/hs.xsl/1474.html (1226 words)

	Termination of Employment
		Termination of Employment Due to Discontinuance of Program or Department Termination of an appointment with tenure, or of a probationary term or contract, or special appointment before the end of the specified term, may occur as a result of bona fide formal discontinuance of a program or department of instruction.
		A faculty member terminated under this section will be permitted after receiving notice of termination, to remain in the employ of the College for one academic year (nine months) or to receive the equivalent in severance pay.
		Termination of a faculty appointment because of financial exigency shall be demonstrably bona fide.
	www.lclark.edu /org/handbook/3-14-4.html (1470 words)

	INDOlink - US Immigration - Immigration Consequences of Termination of Employment (Site not responding. Last check: 2007-10-08)
		Under the law, an employment based immigrant who remains in the US after termination of nonimmigrant status is eligible for adjustment of status to permanent residence if (1) the period of loss of status totals less than 6 months and (2) the employee has not worked illegally.
		Under the law, one who remains in the US after termination of nonimmigrant status is eligible for Consular Processing to permanent residence as long as the employee did not stay in the US for six months or more beyond the expiration of the nonimmigrant status.
		Illegal employment is not relevant in Consular Processing to permanent residence, as long as the employee did not use fraudulent documents.
	www.indolink.com /Immigration/wolf013102-150251.html (1622 words)

	Notice of Individual Termination of Employment (Site not responding. Last check: 2007-10-08)
		Moreover, an employee’s continuity of employment is deemed uninterrupted by a layoff that is not a termination or by an absence from employment permitted or condoned by the employer.
		Nor may an employer lay off or terminate the employment of an employee who has completed seven consecutive months of employment with the employer solely because she is pregnant, gives notice of her intention to take maternity leave or he/she takes parental leave or gives notice of his/her intention to do so.
		When a layoff becomes a termination, the employment of the employee is deemed to have been terminated without notice on the first day of the layoff and the employer must pay to the employee the wages to which the latter is entitled, under the ESC, in lieu of termination notice.
	www.hrsdc.gc.ca /asp/gateway.asp?hr=/en/lp/spila/clli/eslc/18notice_of_individual_termination_of_employment.shtml&hs=lzl (8965 words)

	Government of B.C., Labour&Citizens' Services, Employment Standards Branch, Termination Fact Sheet
		When a temporary layoff becomes a termination, the last day worked is the termination date and the employee’s entitlement to compensation for length of service is based on that date.
		Where an employer intends to terminate 50 or more employees at a single location within a two-month period, the employer must give written notice of group termination to each employee affected.
		Employees who voluntarily terminate their employment are not entitled to written notice of termination or compensation pay.
	www.labour.gov.bc.ca /esb/facshts/termination.htm (866 words)

	U208 - Termination of Employment
		Upon termination of employment, a benefits-eligible staff employee shall be paid for his/her accrued vacation and personal holidays allowable under University policy.
		For a terminating staff employee, including a laid-off staff employee, an exit interview or use of an outplacement services firm may, on occasion, be appropriate.
		A terminating staff employee should be advised by his/her supervisor to contact the Benefits Office regarding his/her pension benefits and insurance coverage, including retiree health insurance, health care continuation under COBRA or the purchase of a conversion policy for life insurance, and other coverage from an outside provider.
	hr.uchicago.edu /policy/p208.html (735 words)

	Unfair Dismissal Compensation Claims in the Employment Tribunal
		The termination of employment can be lawful if the employee cannot properly carry out their job or if the employee is guilty of serious misconduct or if they are unable to work for any reason.
		Termination may also be reasonable if it is by way of redundancy which may give entitlement to compensation for employees with more than two years service.
		In order to establish that the termination of employment is fair an employer must be shown to have acted in a reasonable manner.
	www.employment-claims.co.uk (691 words)

	Government of Yukon - Department of Community Services - Termination of Employment
		Termination notice is required after the employee completes six (6) consecutive months of employment with the employer.
		Termination occurs if the employee is on layoff for more than 13 out of 20 consecutive weeks, unless the Director has fixed a later recall date or unless the Employment Standards Board has ordered an extension of the layoff period, or both.
		Upon expiry of the layoff period, the employee is considered to have been terminated at the beginning of the period and pay in lieu of notice must be paid to the employee.
	www.community.gov.yk.ca /labour/term.html (875 words)

	Termination of employment
		The pre-reform legislation will generally continue to apply in cases where a termination of employment occurred before 27 March 2006 and the application for relief was lodged within the 21-day time limit.
		Employees considering making a termination of employment claim must lodge their application within 21 days of the date their employment was terminated.
		A hearing is required in cases where the employer moves, or it appears to the Commission, that the application should be dismissed because the termination was for genuine operational reasons and the Commission’s decision in respect of the application is appealable.
	www.airc.gov.au /wc2k6/fact_sheets/termin.html (1436 words)

	Public Sector Employers Act -- EMPLOYMENT TERMINATION STANDARDS (via CobWeb/3.1 planetlab2.cs.umd.edu) (Site not responding. Last check: 2007-10-08)
		The Employment Termination Standards established by the Public Sector Employers Council are adopted as employment termination standards for the purposes of section 14.4 of the Public Sector Employers Act.
		(1.1) An employment termination plan approved by the council before this subsection comes into force is deemed to be an employment termination plan approved by the minister for the purposes of subsection (1).
		(4) An employment termination plan approved by the council before this subsection comes into force is deemed to be an employment termination plan approved by the Treasury Board for the purposes of subsection (2).
	www.qp.gov.bc.ca.cob-web.org:8888 /statreg/reg/P/PublicSectorEmp/379_97.htm (1360 words)

	Toronto Lawyer discusses Termination Clauses in Employment Agreements
		A termination clause is a statutory compliant clause in a written employment agreement that clearly specifies the amount of notice, or compensation in lieu of notice, an employer will provide an employee upon termination of the employment.
		In other words, a termination clause cannot provide for, nor have the potential to provide for a notice period that is less than what the employee would be entitled to under the applicable statute.
		If a termination clause fails to comply with the minimum standards of employment in the jurisdiction of employment the clause will be unenforceable and the common law presumption of reasonable notice will not have been rebutted.
	www.zvulony.com /employment_agreements_termination.html (989 words)

	TERMINATION OF EMPLOYMENT
		Employment at Wesleyan University is on an at will basis; therefore either party may end the employment relationship at any time.
		In the event an administrative staff member receives notice that his or her position is being eliminated, Human Resources will contact that administrative staff member to discuss the possibility of extending benefits and the possibility of applying for other positions within the institution.
		An administrative staff member who is leaving the University must notify Human Resources of his or her last date of employment, amount of unused vacation time, and forwarding address if it is different from employment* records.
	www.wesleyan.edu /hr/handbook/h19_termination.html (514 words)

	Termination of Employment
		The purpose of this policy is to describe the general procedure for involuntary termination, with or without cause.
		Termination for cause may also include termination due to the employee's unwillingness or inability to adequately perform the employee's job duties, or for insubordination.
		All terminating employees (except for temporary employees) are required to arrange for an exit interview with the Office of Human Resources to receive information about continuation of benefits, to make arrangements for clearing any outstanding debts to the University, and to make arrangements for receiving the final paycheck.
	www.spu.edu /depts/hr/staffHandbook/newhandbook/terminationnew.htm (670 words)

	UNCW Faculty Handbook: Faculty employment: Termination, discharge, & suspension: Termination of employment
		In contrast with discharge, "termination of employment" is unrelated to disciplinary penalties.
		Section 605 of The Code of the Board of Governors and Section VIII of UNCW's Policies of Academic Freedom and Tenure state that the employment of faculty members with permanent tenure or of faculty members appointed to a fixed term may be terminated by the university because of:
		A faculty member who alleges that the termination was arbitrary or capricious may appeal the decision to the Faculty Hearings Committee, in accordance with the procedure specified in Section VIII.B.6 of Policies of Academic Freedom and Tenure.
	www.uncwil.edu /fac_handbook/employment/termination/termination.htm (149 words)

	workSMART - your rights - termination of employment
		Thus, in looking at termination of employment, either by dismissal or resignation, there are two legal aspects which must be considered.
		First whether the termination has been contractually lawful, that is, without a breach of any term in the contract of employment and, secondly, whether the termination contravenes any legislation, i.e.
		If there is a contractual breach on termination, whether by the employer or by the employee, say for example, failure to give the required contractual notice, that will be a breach of contract and the offended party may sue.
	www.worksmart.org.uk /rights/viewsection.php?sen=3 (601 words)

	Staff Handbook: Termination of Employment
		A voluntary termination of employment is a termination initiated by the employee.
		If an employee leaves employment with the College through resignation or retirement or because of an involuntary termination, he or she is encouraged to schedule a termination interview with the Office of Human Resources.
		During this meeting, the employee will be informed of any termination benefits to which he or she may be entitled and any continuing obligations he or she may have, such as loans.
	www.amherst.edu /~hr/staffhdbook/part1.14.html (548 words)

	WPI Policies and Benefits Manual - Termination of Employment
		A voluntary termination is a termination initiated by the employee.
		Should you terminate your employment at WPI, you are asked to give the University at least two weeks advance notice for non-exempt staff employees and at least four weeks notice for exempt staff employees.
		An involuntary termination may occur as a result of an employee’s unsatisfactory job performance or misconduct, or it may result from other reason or circumstances, such as a reduction in staff.
	www.wpi.edu /Admin/HR/BenMan/termination.html (356 words)

	Labor Standards -- termination of employment
		Request must be made in writing by the employee within 15 working days of termination.
		If you feel that you were terminated because of discrimination based on race, creed, color, sex, national origin, ancestry, religion, age, disability, sexual orientation, or marital status; contact the Minnesota Human Rights Department at (651) 296-5663 or 1-800-657-3704.
		There may be other actions such as wrongful discharge, whistle blower under Minnesota Statutes 181.932 or other causes of action but may require legal assistance by an employment law attorney.
	www.doli.state.mn.us /termination.html (281 words)

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