[Do not take any part of this sample without consulting a lawyer admitted to practise in the State in which it is used] __ Cooperative (hereinafter « the Cooperative ») whose head office is comprised in __ and __ _ period. This Agreement shall enter into force on __ The General Manager also understands that this Contract is not a contract of employment, that nothing in this Agreement establishes a right to uninterrupted employment with the Co-operative or to employment by the Co-operative for a specific period of time, and that the Employee`s employment is at any time « at will » and may be terminated at any time and for any reason by the Co-operative or employee. subject to the provisions on severance pay set out in Article 3. Termination. Employees may be dismissed at the discretion of the cooperative`s board of directors, with or without cause. If the board of directors of the cooperative decides to dismiss the executive director for cause, the board of directors may do so without compensation. If the board of directors of the cooperative decides to dismiss the employee without giving reasons, the board will attempt to give sixty days` notice of the dismissal or to grant compensation and benefits in the amount of sixty days of employment. Nothing in this provision is intended to alter the arbitrariness of this Agreement. The cooperative requires, but does not require, that if the general manager decides to terminate his employment relationship, he will give sixty days` notice of such termination.
The co-op reserves the right to determine the General Manager`s termination date upon receipt of the notice and will provide severance pay and benefits in accordance with a sixty-day period in the event of accelerated termination. Nothing in this provision is intended to alter the arbitrariness of this Agreement. Obligations and indemnification. The task of the Director General is to ensure the achievement of organizational results in accordance with the final guidelines and to avoid unacceptable conditions in accordance with the executive`s guidelines for restrictions. The Director General has the authority to use any reasonable interpretation of these guidelines. Compensation for the position of Director General is set out in Appendix A. The Executive Director understands that employment expectations and the compensation plan may be changed at the discretion of the Co-op`s Board of Directors. Best efforts/conflicting interests. The general manager undertakes to make every effort to promote the interests of the cooperative during the period of his employment. During his period of employment, he undertakes not to engage in any activity that (a) is contrary to the commercial interests of the cooperative; (b) to occupy their attention in such a way as to impede the proper and effective exercise of their functions within the cooperative; or (c) interferes with the independent exercise of its judgment in the best interests of the cooperative. Not in competition.
The general manager undertakes not to work as an independent contractor or employee for an organization affiliated with the cooperative in secret during the employment of the general manager of the cooperative and for a period of one year after the end of the employment relationship with the cooperative. The General Manager understands that in the course of his or her employment with the Co-operative, he/she may receive confidential and proprietary information, including, but not limited to, organizational plans, promotional plans, company documents, including by-laws and details of business operations and financial data relating to the Co-operative and each of its owners/members (collectively, « Confidential Information »). He agrees that at any time during his employment and at any time thereafter, he will not disclose this confidential information to anyone outside the cooperative or use it for any purpose other than their work for the cooperative. Obligations under this paragraph shall survive the termination of this Agreement. After termination of employment, the general manager returns to the cooperative all materials, hard drives, hard drives or other data obtained during employment so that confidential information can be recovered. Return of materials in case of termination of employment. The General Manager agrees that all property belonging to the Cooperative belonging to the Cooperative, including, but not limited to, all documents, reports, manuals, memoranda, computer printouts, customer lists, credit cards, keys, identity documents, products, access cards, automobiles and any other property related in any way to the activities of the Cooperative, are the exclusive property of the cooperative. even if the Director General has created, created or assisted in the creation or creation of such a property. The executive director must return to the cooperative all such documents and property immediately after the end of the employment relationship or on an earlier date where the cooperative can reasonably request them.
Freedom of agreement. The Executive Director represents and warrants to Co-op that the Executive Director is free to enter into this Agreement and has no contract, obligation, agreement or arrangement with or with any party that restricts or conflicts with the Executive Director`s performance of the obligations, services and obligations set forth in this Agreement. Compensation. The Chief Executive Officer agrees to indemnify and hold Co-op harmless from any and all liabilities or claims arising out of any unauthorized act or action of the Chief Executive Officer that, notwithstanding the foregoing representation and warranty, violates or constitutes a breach of such contract, obligation, agreement or arrangement. Otherwise, the cooperative undertakes to compensate the general manager to the extent prescribed by law. Arbitration. Except for claims arising out of sections 7 or 8 of this Agreement, any controversy or claim arising out of or in connection with this Agreement, its breach and/or the employment of the Co-op Director shall be resolved by a sole arbitrator in accordance with the applicable Rules of Procedure of the American Arbitration Association (« AAA ») for the resolution of labor disputes. and the judgment on the award rendered may be registered with any court of competent jurisdiction; provided that, notwithstanding the provision of the AAA Rules, which state that the dispute is to be settled by an AAA arbitrator, the arbitrator will be selected by mutual agreement, or if no arbitrator chosen from the panel of judicial dispute resolution is joined with each party, alternately delete the names until a name remains….