General Behavior Sample Clauses

General Behavior i. All contractors, sub-contractors, material men and other project personnel shall wear clothing that clearly identifies his/her company. Appropriate attire will be required at all times, including full length pants and close-toed shoes. Shorts and sandals are not considered appropriate attire. Clothing containing words, symbols or other forms of communication considered offensive or in bad taste are not permitted.
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General Behavior. Most of the time a correctional facility can be safer than walking alone on the street at night. However, at times a correctional facility can be a dangerous place. These instructions are for your protection and are to be followed to the letter. Always remember that this is an environment much different from your own and that you can never anticipate the actions of the inmates. In the event that you identify an inmate that you have known prior to this assignment; do not make any attempt to acknowledge this individual. If they say "Hello" to you first, acknowledge them, and move on. Do not attempt to make any conversation. This policy does not require contractors to be rude. A simple acknowledgement in response to a greeting from an inmate shall not be a violation of this policy; however, no further conversation or contact is permitted.
General Behavior. Most of the time a correctional facility can be safer than walking alone on the street at night. However, at times a correctional facility can be a dangerous place. These instructions are for your protection and are to be followed to the letter. Always remember that this is an environment much different from your own and that you can never anticipate the actions of the inmates. In the event that you identify an inmate that you have known prior to this assignment; do not make any attempt to acknowledge this individual. If they say "Hello" to you first, acknowledge them, and move on. Do not attempt to make any conversation. This policy does not require contractors to be rude. A simple acknowledgement in response to a greeting from an inmate shall not be a violation of this policy; however, no further conversation or contact is permitted. If you do identify an inmate that you have known prior to this assignment, proceed to the Correctional Facility’s administration office and file a report about your prior relationship with the inmate. This is to preclude any special treatment or relationship from arising out of the incident. This is for the protection of the inmate and YOU! In addition, you are required to ignore all conversations that you hear and anything you see while in a correctional facility. You are never permitted to touch anything that is not yours, nor are you ever permitted to discuss your day's activity inside the facility with anyone. Confidentiality is paramount in maintaining the working relationship we have established within the facility. Construction/repair debris that is to be removed from the outside of the building is to be disposed of directly into the dumpster immediately! Absolutely no outside garbage is permitted to be taken back into the building. Under NO circumstances are you permitted to leave any facility that you are working in with ANYTHING that is not the property of you or your company. This includes anything found in the garbage (i.e. soda cans, paper rolls, food, literature, ANYTHING) or anywhere in the facility. IF YOU DID NOT COME TO WORK WITH IT, YOU DON'T GO HOME WITH IT! In the event of a violation of these policies, the County and/or the City shall have the right to require the Contractor to immediately and permanently remove the individual or individuals violating the policy from the job site. M ULTNOMA H COUNTY P UBLIC W ORKS AGREEMENT Contract No.
General Behavior. The WLDA reserves the right to eject, disqualify and remove any Hitter, without a refund, or any individual at any time for conduct deemed inappropriate or damaging to the reputation of the WLDA or the sport at the WLDA’s sole discretion. Discipline may be imposed, but not limited to, the following examples:
General Behavior. (a) Smoking: smoking, including vaping, is absolutely prohibited at the Club. Members and guests may smoke in the parking area outside the Club without littering in the parking lot.
General Behavior. (a) Smoking: smoking tobacco cigarettes is absolutely prohibited at the Club. Members and guests may smoke tobacco cigarettes in the designated area outside the Club.

Related to General Behavior

  • PROFESSIONAL BEHAVIOR A. Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • Behavior 1. Students must respect each other.

  • WORKPLACE BEHAVIOR 3.1 The University, the Union and employees covered by this Agreement agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace by or against employees, students, or members of the public does not promote the University’s mission, employee wellbeing, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • 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.

  • BEHAVIOR AND CONDUCT The Student is responsible for knowing and observing all UCF regulations and procedures regarding behavior and conduct, including the UCF Golden Rule, UCF DHRL publications, and other official UCF publications. UCF DHRL reserves the right to establish or adopt additional rules regarding student conduct, as deemed necessary by UCF DHRL. Newly established or adopted rules will be communicated to the Student as provided in this document. The Student agrees to abide by additional rules and regulations that are established or adopted by UCF DHRL once communicated to the Student.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Criminal History Applicants who have criminal convictions may be denied. Any crimes associated with drugs, violence, sex, property damage, and/or weapons may be grounds for automatic disqualification. Eligibility is dependent upon the level, disposition, and time since the crime occurred. Open cases for similar crimes may be grounds for denial. Credit. A credit check will be performed, and the following may be grounds for denial: past due or dishonored debt, the absence of a credit history, unpaid housing accounts, unpaid utility accounts.

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions:

  • SEXUAL EXPLOITATION 22.1 The Contractor shall take all appropriate measures to prevent sexual exploitation or abuse of anyone by it or by any of its employees or any other persons who may be engaged by the Contractor to perform any services under the Contract. For these purposes, sexual activity with any person less than eighteen years of age, regardless of any laws relating to consent, shall constitute the sexual exploitation and abuse of such person. In addition, the Contractor shall refrain from, and shall take all appropriate measures to prohibit its employees or other persons engaged by it from, exchanging any money, goods, services, offers of employment or other things of value, for sexual favors or activities, or from engaging in any sexual activities that are exploitive or degrading to any person. The Contractor acknowledges and agrees that the provisions hereof constitute an essential term of the Contract and that any breach of this representation and warranty shall entitle UNDP to terminate the Contract immediately upon notice to the Contractor, without any liability for termination charges or any other liability of any kind.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

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