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Termination of employment or separation of employment is an employee's departure from a job and the end of an employee's duration with an employer. Termination may be voluntary on the employee's part ( resignation ), or it may be at the hands of the employer, often in the form of dismissal (firing) or a layoff .
A non-competition clause prevents an employee from taking a position with a competitor of their employer following the termination of employment. The employer must have a legitimate interest in restricting the employee from future employment and the clause must be reasonable in time, activities, and geographic area.
A termination for convenience clause, or "T for C" clause, [1] enables a party to a contract to bring the contract to an end without the need to establish that the other party is in default, for example because the client party's needs have changed, or in order to arrange for another party to complete the contract.
The standard of just cause provides important protections against arbitrary or unfair termination and other forms of inappropriate workplace discipline. [3] Just cause has become a common standard in labor arbitration, and is included in labor union contracts as a form of job security.
Maine imposes a number of restrictions upon non-compete agreements, which the state defines as a contract that "prohibits an employee or prospective employee from working in the same or similar profession or in a specified geographic area for a defined period of time following termination of employment". [44] [45]
The creditors provided Charles C. Tillinghast Jr. an employment contract that included a clause that would pay him money if he lost his job. [6] The use of golden parachutes expanded greatly in the early 1980s in response to the large increase in the number of takeovers and mergers. American executive pay practices were subject to increasing ...
Termination of Employment Convention: 1982 C158: Requirement for employers to give a good reason before dismissing a worker. No conclusions on revision. 36 4. Fair dismissal: Vocational Rehabilitation and Employment (Disabled Persons) Convention: 1983 C159: 83 3. Equality: Labour Statistics Convention: 1985 C160: 50 5. Administration
A common mistake is to assume that constructive dismissal is exactly the same as unfair treatment of an employee – it can sometimes be that treatment that can be considered generally evenhanded nevertheless makes life so difficult that the employee is in essence forced to resign [11] (e.g., a fair constructive dismissal might be a unilateral ...