Off-Duty Conduct. 25.1 The off-duty activities of an employee may not be grounds for disciplinary action unless said activities are a conflict of interest as set forth in RCW 42.52 or a nexus exists between the employee’s activities and employment. Employees shall report all arrests and any court-imposed sanctions or conditions that affect their ability to perform assigned duties to their Appointing Authority within twenty-four (24) hours or prior to their scheduled work shift, whichever occurs first.
Off-Duty Conduct. 26.1 The off-duty activities of an employee will not be grounds for disciplinary action unless said activities are a conflict of interest as set forth in state law or are detrimental to the employee’s work performance or the program of the Agency.
Off-Duty Conduct. Certain off-duty activities of a faculty member may be grounds for disciplinary action if said activities are a conflict of interest as set forth in RCW 42.52, as currently enacted or hereafter amended, are detrimental to the faculty member’s work performance or the programs of the District, or otherwise constitute just cause. Unless prevented by extenuating circumstances, faculty members will report to the District, within twenty- four (24) hours of the action or prior to the faculty member’s scheduled shift, whichever occurs first, arrests and court-imposed sanctions or conditions that substantially affect his or her ability to perform his or her duties and responsibilities.
Off-Duty Conduct. Employees shall not be disciplined for off-duty conduct absent a clear and relevant nexus between the conduct and the employee’s on-duty responsibilities. Employees have the right to confidentiality related to personal information and personnel issues to the extent provided/allowed by law. The Employer, PSE and the employees will take appropriate steps to maintain such confidentiality.
Off-Duty Conduct. Employees shall not be disciplined for off-duty conduct absent a nexus between the conduct and the employee’s assigned duties for the University.
Off-Duty Conduct. Employees shall conduct their private and professional lives in such a manner as to avoid bringing discredit upon themselves and the Town and Police Department. No member of the Department shall at any time be guilty of an act or omission which impedes, injures or hinders progress, welfare, efficiency, or the good name of the Department and/or the Town.
Off-Duty Conduct. The City may discipline an employee for off‐duty conduct when such conduct adversely affects the employee’s performance of his/her work duties or ability to function with others in the Department or adversely affects the Department's effectiveness in the community.
Off-Duty Conduct. An employee’s off-premises conduct during off-duty hours which does not interfere with or adversely impact the employee’s ability to perform the duties of the position will not adversely impact the employee’s performance evaluation and/or appraisal.
Off-Duty Conduct. A. Employees retain the rights afforded to them by the Constitution of the United States and the State of Washington, as well as all of the protections of the statutes of Washington State, which includes those regarding the right to privacy in their personal life and activities.
Off-Duty Conduct. 18.9.1 The off-duty conduct of an employee covered under this Agreement may be grounds for disciplinary action pursuant to their Departmental or Divisional Prohibitions & Penalties , Administrative Regulations, Standing Orders, directives, and policies.
