Employee Misconduct Sample Clauses

Employee Misconduct. All employees of Contractor (including Contractor) shall perform services under this Agreement in a professional manner, and shall, at all times while present on District property, behave in a manner appropriate to a school setting. Contractor shall discipline or terminate the employment of any of Contractor’s employees performing services under this Agreement for engaging in any conduct inappropriate to a school setting, including, but not limited to, being under the influence or in possession of alcohol or any controlled substance while on District property; use of foul language; bullying or harassment of District students or staff; or such other conduct deemed inappropriate by the District. The District shall have the authority, in the discretion of the District Superintendent, to prohibit Contractor from permitting any employee to perform services under this Agreement based upon one or more instances of employee misconduct as described herein.
AutoNDA by SimpleDocs
Employee Misconduct. A. The following actions are just causes for discipline:
Employee Misconduct. 00-0-0 Xxx Xxxxxxxx recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. In considering appropriate discipline, management should consider the severity of the offense as well as the number and recency of prior offenses. The procedure for progressive discipline will include the following steps: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion, or final written warning. Third instance of misconduct: Termination.
Employee Misconduct. 15-2-1 The District recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. The procedure for progressive discipline will include the following steps: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion or both. Third instance of misconduct: Termination.
Employee Misconduct. If the Department believes any employee covered by this Agreement has engaged in conduct that requires that the employee be relieved of his or her customary duties, the Department shall immediately notify the Association and meet and confer with a designated representative of the Association within three (3) calendar days. During the period prior to the final decision concerning disciplinary action, the employee may be reassigned within the Department without loss of pay or benefits or the employee may be placed on administrative leave without loss of pay or benefits.
Employee Misconduct. 00-0-0 Xxx Xxxxxxxx recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. In considering appropriate discipline, management should consider the severity of the offense as well as the number and recency of prior offenses. The procedure for progressive discipline will include the following steps: Prior to issuing formal reprimands, a process for restorative practices may be considered as an option by all parties. Should the parties opt to use a restorative approach, a restorative session may be scheduled with either EAP or district RP staff. If a restorative approach is not agreed to by all parties or is ineffective in resolving the identified conduct issue, the issue may first be documented in a non-disciplinary Letter of Expectation/Concern prior to moving to the formal discipline process. If the offense warrants more serious action, the district may move directly to formal discipline.
Employee Misconduct. 10-3-1 The District recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. In considering appropriate discipline, management should consider the severity of the offense as well as the number and recency of prior offenses. The procedure for progressive discipline will include the following steps: Prior to issuing formal reprimands, a process for restorative practices may be considered as an option by all parties. Should the parties opt to use a restorative approach, a restorative session may be scheduled with either EAP or district RP staff. If a restorative approach is not agreed to by all parties or is ineffective in resolving the identified conduct issue, the issue may first be documented in a non-disciplinary Letter of Expectation/Concern prior to moving to the formal discipline process. If the offense warrants more serious action, the district may move directly to formal discipline. Formal Discipline Process: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion, or final written warning. Third instance of misconduct: Termination.
AutoNDA by SimpleDocs
Employee Misconduct. The Company may terminate the employment of the Employee for "Cause" by written notice to the Employee, which termination shall be effective upon the date of sending of such notice,if the Employee, as determined by the Board of Directors of the Company (i) shall have been convicted of a felony or entered a plea of nolo contendere; (ii) shall have been involved in any act of material fraud, theft or other material misconduct detrimental to the best interests of the Company; (iii) shall have engaged in gross negligence or willful misconduct with respect to his duties to the Company; (iv) shall have engaged in competitive behavior against the Company, misappropriated or aided in misappropriating a material opportunity of the Company, secured or attempted to secure a personal benefit not fully disclosed to and approved by the Board of Directors in connection with any transaction of or on behalf of the Company; or (v) shall have failed to substantially perform his duties hereunder, other than by reasons specified in Section 7(a) hereof, and such failure continues more than 10 days after written notice thereof from the Company to the Employee specifying in reasonable detail the manner of nonperformance, provided, however, that no notice and opportunity to cure by the Employee shall be required if the nonperformance is the same as or substantially similar to that described in a previous notice. (c)

Related to Employee Misconduct

  • Termination of Employment by the Company for Cause The Company may terminate the Executive’s employment for Cause during the Term upon written notice to the Executive. If the Executive’s employment is so terminated by the Company, the Term shall end as of the Date of Termination and the Executive shall thereupon be entitled solely to the following:

  • Termination of Employment Relationship 3.1 The Executive’s employment with the Company shall automatically terminate, and the Employment Term shall thereupon terminate:

  • Termination of Employment by the Company During the Term, the Company may terminate the Executive's employment at any time with or without Cause (as defined below) pursuant to the Notice of Termination provision below.

  • Cooperation With Company After Termination of Employment Following termination of Executive’s employment for any reason, Executive shall fully cooperate with the Company in all matters relating to the winding up of Executive’s pending work including, but not limited to, any litigation in which the Company is involved, and the orderly transfer of any such pending work to such other employees as may be designated by the Company.

  • Termination of Employment for Other Reasons In the event that the Participant's employment with the Company or a Subsidiary terminates prior to the end of the Performance Period for any reason other than Death, Disability, Retirement, or Termination by the Company or a Subsidiary without Cause, then Participant's rights to all of the Target Performance Shares granted in this Award will be immediately and irrevocably forfeited upon such termination of employment.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • OBLIGATIONS SURVIVE TERMINATION OF EMPLOYMENT Executive agrees that any and all of Executive’s obligations under this Agreement, including but not limited to Exhibits B and C, shall survive the termination of employment and the termination of this Agreement.

  • Termination of Employment for Cause If Optionee’s employment with the Bancorp or a subsidiary corporation is terminated for cause, this option shall expire thirty (30) days from the date of such termination. Termination for cause shall include, but not be limited to, termination for malfeasance or gross misfeasance in the performance of duties or conviction of a crime involving moral turpitude, and, in any event, the determination of the Board of Directors with respect thereto shall be final and conclusive.

  • Termination by the Company for Cause or by Executive Without Good Reason If Executive’s employment is terminated by the Company for Cause or by Executive without Good Reason, the Company shall pay Executive all amounts earned or accrued hereunder through the termination date, including:

  • Other Termination of Employment In the event of your voluntary termination (other than a Retirement subject to Section 2(c) or a Qualifying Termination subject to Section 2(f)), or termination by the Company or a subsidiary of the Company for misconduct or other conduct deemed by the Company to be detrimental to the interests of the Company or a subsidiary of the Company, you shall forfeit all unvested RSUs on the date of termination.

Time is Money Join Law Insider Premium to draft better contracts faster.