Disorderly Behaviour Sample Clauses

Disorderly Behaviour. The Hirer is responsible for ensuring their event is conducted in an orderly manner. The Hirer is responsible for dealing with any attendee who exhibits disorderly behaviour. If the Hirer is unable to remedy the unsatisfactory behaviour of any attendee, the Hirer is responsible for ensuring the attendee leaves the Centre without cause disruption or damage.
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Disorderly Behaviour. 6.1. Individuals or groups involved in disorderly conduct will be escorted from the venue and tickets will be made invalid for the remaining days of the event. This may include the use of foul language, fighting, abuse of other patrons, or any other activities that are seen to impede the event in any way.
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Disorderly Behaviour. The Hirer or nominee, shall be responsible for the conduct of persons under their care using the buildings and school grounds during the period/s of hire, and shall be responsible for the removal from the building and school grounds of any such persons breaking the conditions of hire.
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Disorderly Behaviour. No obscene or insulting language, disorderly behaviour or damage to property shall be permitted in any part of the Venue.
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Disorderly Behaviour. 111. We have the right to terminate without notice the holiday arrangements of any client whose behaviour is such that is likely in our opinion to cause distress, damage, danger or annoyance to Xxxxxxxx Retreat, our clients, employees, the property, neighbours, or a third party connected in anyway to the booking. No refunds will be given. We have no responsibility to any person in the booking, other than the lead name on your reservation with us.
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Disorderly Behaviour. The Lessee shall prevent disorderly behaviour and indecent language at the Premises.
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Disorderly Behaviour. We reserve the right to terminate without notice the holiday arrangements of any client whose behaviour is such that it is likely in our opinion to cause distress, damage, danger or annoyance to our customers, employees, agent’s property or a third party. Furthermore, if you are prevented from travelling because, in the opinion of a person in authority, you appear to be unfit to travel or cause distress or discomfort to other passengers, then our responsibility for your holiday ceases. No refunds will be given. We have no control over the behaviour of other people staying in or visiting your holiday accommodation. Your accommodation is provided solely for the use of passengers shown on the final Confirmation Invoice as confirmed by us; subletting, sharing or assignment is prohibited. We expressly reserve the right to prevent you from participating in the excursions we provide, whether pre-booked or purchased in resort, if in the reasonable opinion of our staff or those of the excursion provider, you are either unsuited to undertake the excursion, or if you appear to be under the influence of drugs or alcohol. In these circumstances your sole remedy against us will be to obtain a refund of the cost of that excursion.
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Related to Disorderly Behaviour

  • Disorderly Conduct The Contractor shall at all times take all reasonable precautions to prevent any unlawful, riotous or disorderly conduct by or amongst its personnel, and to preserve peace and protection of people and property in the neighbourhood of the Works.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Diagnosis For a condition to be considered a covered illness or disorder, copies of laboratory tests results, X-rays, or any other report or result of clinical examinations on which the diagnosis was based, are required as part of the positive diagnosis by a physician.

  • Abuse You agree to immediately notify us if you suspect fraudulent or abusive activity. If you so notify us, or we otherwise suspect fraudulent or abusive activity, you agree to cooperate with us in any fraud investigation and to use any fraud prevention measures we prescribe. Your failure to cooperate or to use such measures will result in your liability for all fraudulent usage or abusive activity associated with your Equipment (as defined below).

  • Influenza Vaccination The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

  • Anti-­‐Abuse Registry Operator may suspend, delete or otherwise make changes to domain names in compliance with its anti-­‐abuse policy.

  • Drugs Possession or use of drugs by the Student, any person present in the residence with the Student, or any person present in the Student’s residence with the permission of the Student during the Student’s absence, are strictly prohibited in any UCF DHRL facility. Prohibited drugs include, but are not limited to:

  • Service Animals Humber Residences acknowledges the rights of persons with disabilities to retain their service animal while living in Residence. In order to preserve the health and safety of all people and animals living or working in the Residence environment, the Resident will notify the Residence Office that they require a service animal and will provide documentation as outlined in the Accessibility for Ontarians with Disabilities Act confirming that the Resident requires the service animal. The Resident will also complete a Service Animal Agreement with the Residence Manager or designate, and agrees to adhere to the requirements within it.

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