Circuit City 2011 Annual Report Download - page 92

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25.3.2
on his own behalf or on behalf of, or in conjunction with, any firm, company or person.
25.4
The periods for which the restrictions in clause 25.1 apply shall be reduced by any period that the Employee spends on Garden
Leave immediately before Termination.
25.5
If the Employee receives an offer to be involved in a business concern in any Capacity during the Appointment, or before the expiry
of the last of the covenants in this clause 25, the Employee shall give the person making the offer a copy of this clause 25 and shall
tell the Company the identity of that person as soon as possible.
25.6
The Company and the Employee entered into the restrictions in this clause 25 having been separately legally advised.
25.7
Each of the restrictions in this clause 25 is intended to be separate and severable. If any of the restrictions shall be held to be void but
would be valid if part of their wording were deleted, such restriction shall apply with such deletion as may be necessary to make it
valid or effective.
25.8
The Employee will, at the request and expense of the Company, enter into a separate agreement with any Group Company in which
he agrees to be bound by restrictions corresponding to those restrictions in this clause 25 (or such of those restrictions as the
Company deems appropriate) in relation to that Group Company.
26
Disciplinary and grievance procedures
26.1
The Employee is subject to the disciplinary and grievance procedures of the Company, copies of which are available from the HR
Manager from time to time. These procedures do not form part of the contract of employment of the Employee.
26.2
If the Employee wants to raise a grievance, he may apply in writing to the HR Manager from time to time in accordance with the
grievance procedure of the Company.
26.3
If the Employee wishes to appeal against a disciplinary decision he may apply in writing to the HR Manager from time to time in
accordance with the disciplinary procedure of the Company.
26.4
The Company may suspend the Employee from any or all of his duties for a period of not normally more than 30 days during any
period in which the Company is investigating any disciplinary matter involving the Employee or while any disciplinary procedure
against the Employee is outstanding.
26.5
During any period of suspension:
26.5.1
the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the
terms of any benefit arrangement;
26.5.2
the Employee shall remain an employee of the Company and bound by the terms of this agreement;
26.5.3
the Employee shall ensure that the HR Manager from time to time knows where he will be and how he can be
contacted during each working day (except during any periods taken as holiday in the usual way);
26.5.4
the Company may exclude the Employee from his place of work or any other premises of the Company; and
26.5.5
the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer,
employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the
Company.