Egregious Behavior Sample Clauses

Egregious Behavior. It is understood there are infractions of such a serious and flagrant nature (e.g. theft, fighting, abuse of children, etc.) that they may warrant immediate termination from an assignment.
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Egregious Behavior. Actors on a Term Contract, Chorus Six-Month Rider or Chorus One-Year Rider may be terminated for egregious behavior.
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Egregious Behavior. Behaviors that violate the expectations of this Standard of Conduct include "egregious behaviors." GRMC caregivers are prohibited from engaging in egregious behavior and shall be subject to discipline, up to and including termination or criminal sanctions, for egregious behavior. Examples of egregious behaviors include, but are not limited to the following: a. Stealing; b. Misappropriation, conversion, or theft of GRMC property or any provider's, caregiver's, patient's, or visitor's personal property or information; c. Use of any GRMC property, equipment, vehicle, goods, services or proprietary business information or business information or records for personal use or pecuniary gain; d. Altering medical records or other documents; e. Lying; f. Obstructing hospital legal matters or investigations; g. Driving GRMC vehicles or operating GRMC vehicles without appropriate licensure or prior permission, direction and consent; h. Failing to report to GRMC supervisor and Risk Manager, at the time of the accident, a single vehicle or multi-vehicle accident with a GRMC owned vehicle or other vehicle driven by a GRMC caregiver within the course and scope of their job description (whether or not any physical damage or injury is noted); i. Providing patient care without documentation or when not scheduled to work; j. Throwing equipment or other objects; k. Engaging in inappropriate physical behavior; l. Reporting to work altered, impaired or under the influence of alcohol, drugs, and/or other illicit or illegal substances; m. Engaging in the abuse of patients; n. Sleeping during working hours, unless otherwise allowed (i.e. EMS, Surgical Services, or in house on call situation) o. Engaging in any type of inappropriate sexual conduct while at GRMC; p. Writing dishonest documentation in the patient's medical record (i.e. documenting exams that never took place); q. Misrepresenting events to cover up wrong doing; r. Failing to immediately report inclusion on the Department of Human Services Sanctions List, the New Mexico Employee Abuse Registry to GRMC; s. Failing to report a loss, suspension, modification or moving violation of a New Mexico driver's license to GRMC when the caregiver's job description requires a driver's license or includes driving on behalf of GRMC; COPY t. Inappropriately accessing or disclosing confidential Hospital proprietary business information, confidential HR information, Medical Staff OPPE information or other information protected under the N...
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Related to Egregious Behavior

  • Behavior Students must respect each other.

  • Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, each Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). Each Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance.

  • 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.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Dishonesty Drinking alcoholic beverages on the job, or reporting for work while intoxicated.