- ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT Sample Clauses

- ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT. 5 Section 1. Code of Ethics 5 Section 2. Off-Duty Employment. 5 Section 3. Equipment Usage 5 Section 4. Disclaimer. 5 ARTICLE 9 - UNIFORMS 6
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- ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT. 1 13 Section 1. Code of Ethics 1 14 Section 2. Off‐Duty Employment. 1 15 Section 3. Equipment Usage 1 16 Section 4. Disclaimer. 2 17 ARTICLE 9 ‐ UNIFORMS 1 18 Section 1. State Patrol. 1 19 Section 2. Conservation Officers. 1 20 Section 3. Special Agents, Fugitive Specialists and Commerce Insurance Fraud Specialists. 2 21 Section 4. Emblems, Pins, Patches, Badges or Insignia. 2
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- ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT. 10 Section 1. Code of Ethics 10 Section 2. Off-Duty Employment. 10 Section 3. Equipment Usage 10 Section 4. Disclaimer. 10 ARTICLE 9 - UNIFORMS 11 Section 1. State Patrol 11 Section 2. Conservation Officers 11 Section 3. Special Agents, Fugitive Specialists and Commerce Insurance Fraud Specialists 11 Section 4. Emblems, Pins, Patches, Badges or Insignia. 11 ARTICLE 10 - HOLIDAYS 12 Section 1. Observed Holidays 12 Section 2. Floating Holidays 12 Section 3. Alternate Days 13 Section 4. Entitlement 13 Section 5. Holidays Worked. 14 Section 6. Religious Holidays 14 Section 7. Administrative Time 14 Section 8. Pro Rata Pay for Part-Time Employees 14 ARTICLE 11 - VACATIONS 14 Section 1. Vacation Accumulation. 14 Section 2. Vacation Use and Selection 16 Section 3. Vacation Charges 16 Section 4. Cancellation of Vacation Leave 17 Section 5. Vacation Accrual Restoration 17 ARTICLE 12 - COMMUNICATION EXPENSES 17 ARTICLE 13 - SICK LEAVE 17 Section 1. Sick Leave Accumulation. 17 Section 2. Sick Leave Utilization. 17 Section 3. Requests 19 Section 4. Sick Leave Charges 19 Section 5. Psychological or Physical Examinations 19 Section 6. Deadly Force Situations 19
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- ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT 
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Related to - ETHICAL STANDARDS AND OFF-DUTY EMPLOYMENT

  • FAIR EMPLOYMENT PRACTICES Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONSULTANT and a public body such as CITY:

  • EMPLOYMENT STANDARDS There are no material complaints against the Corporation or the Subsidiaries before any employment standards branch or tribunal or human rights tribunal, nor any complaints or any occurrence which would reasonably be expected to lead to a complaint under any human rights legislation or employment standards legislation that would be material to the Corporation. There are no outstanding decisions or settlements or pending settlements under applicable employment standards legislation which place any material obligation upon the Corporation or the Subsidiaries to do or refrain from doing any act. The Corporation and Subsidiaries are currently in material compliance with all workers’ compensation, occupational health and safety and similar legislation, including payment in full of all amounts owing thereunder, and there are no pending claims or outstanding orders of a material nature against either of them under applicable workers’ compensation legislation, occupational health and safety or similar legislation nor has any event occurred which may give rise to any such material claim.

  • Employment Practices Contractor agrees to abide by the following employment laws: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii) Executive Order No. 11246, as amended, which prohibits discrimination on the basis of sex; (iii) 45 CFR 90 which prohibits discrimination on the basis of age; (iv) Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act of 1990 which prohibits discrimination on the basis of disabilities; and (v) Utah's Executive Order, dated December 13, 2006, which prohibits unlawful harassment in the work place. Contractor further agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind of any of Contractor’s employees.

  • Business Conduct Merger Sub was formed on December 3, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

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