Serious Violations. A serious violation is any violation which may result in suspension, reduction, or dismissal. A formal charge of misconduct shall be in written form and shall clearly state the violation allegedly committed by the employee. When an employee is charged with a serious violation, he shall be given, prior to any administrative conference or hearing and within a reasonable time period, a written copy of the charges detailing and specifying the allegations and advising him of his right to be represented by the FOP representative at any pre-disciplinary administrative conference. A copy of the completed internal affairs report will be likewise be made available upon request to the employee at the time of notification of the charges. Serious violations resulting in a suspension or reduction may be considered for progressive disciplinary action for up to 60 months after their issuance. Pre-disciplinary hearings/conferences shall be held either during an employee's scheduled working hours or at a time in reasonable proximity to his/her shifts. Once served with a notice of an administrative conference or hearing, the employee must choose one of the following: (1) appear at the hearing/conference and present an oral or written statement in his/her defense; (2) appear at the hearing/conference and have a chosen representative present an oral or written statement in his/her defense; or (3) elect in writing to waive his/her opportunity to have a disciplinary hearing/conference. Failure of the employee to elect and pursue one (1) of these three (3) options will be deemed a waiver of the employee’s right to the disciplinary hearing/conference. The employee may present any testimony, witness, or documents which explain whether or not the alleged misconduct occurred at the disciplinary conference. Formal disciplinary hearing/conferences shall be tape recorded by the hearing officer. A copy of the recording shall, at the request of the charged employee, be provided to the employee within forty-eight (48) hours of the close of the hearing. The employee may also record the hearing. All meeting or hearings provided for in this Section may be recorded by the charged employee.
Serious Violations. The Employer may terminate employees without prior warning due to a serious violation of Employer rules or actions or misconduct of a serious and severe nature. In addition, an employee may be terminated if convicted of, or pleads guilty to (including pleas of nolo contendre) a major felony, whether such felony occurs on or off the Employer’s property. For purposes of this Section, “major criminal felony” includes drug-related crimes, burglary, felonies involving the use of violence and felonies involving the use of a weapon.
Serious Violations. A formal charge of misconduct shall be in a form stating the alleged violations against the employee. When an employee is charged with misconduct which may result in suspension, reduction or dismissal prior to any hearing, the employee shall be given a copy of written and signed charges stating the charges and specifications in no less than five (5) working days prior to the date of the hearing. Findings will be issued to the employee after any hearing for which formal charges and specifications have been prepared.
Serious Violations. Owner is not required to provide a cure period or any additional notice, other than what us required by South Carolina Law, prior to terminating or refusing to renew the Lease if Tenant has committed a Serious Violation, which shall include those violations related to: failure to maintain all utility accounts for which the Tenant is responsible for payment for the entire time of possession, nonpayment of rent, late fees, and other lease charges, health, safety, criminal activity, actions of the Tenant that create a hostile environment for others, damage to the Premises or property of Owner, and Program eligibility issues cause by Tenant’s failure to provide complete, true and accurate information necessary to certify Program eligibility or report changes in status as set required by the terms of this Addendum.
Serious Violations. Any Violations of these policies will be considered a serious disciplinary offence, which will result in disciplinary offence, which will result in disciplinary action up to and including immediate termination with cause. • Leaving any perimeter door unlocked before open or after close. • Allowing anyone into the restaurant when it is closed; includes friends, former Team Members, non-scheduled Team Members, non-scheduled Delivery Drivers, relatives and general public. • Intentionally misusing, damaging or destroying Company assets or displaying misconduct leading to such a loss. • Allowing Vendors admittance who do not have authorized scheduled work. • Bringing on to company property, weapons of any type, which are known to cause bodily harm. • Writing a NSF cheque or accepting personal cheques. • Changing tickets or receipts without proper documentation and/or authorization. • Manipulate or falsify financial, operational or performance information which may involve but is not limited to: o Coupons, allowances, discounts or promotions, voids, refunds, credit or debit cards or delayed payments. Any violation of this policy will be considered a serious disciplinary offence. For violations that are Critical nature, this will result in immediate termination for cause. For violations that are Serious in nature, this will result in progressive disciplinary action up to and including immediate termination for cause without further warning or compensation. Where the violation includes a criminal act, charges will also apply. I have reviewed and understand the Cash and Security Violations Policy as stated above. I also understand that breaching any of the Critical Violations will result in my immediate termination for cause. My signature below constitutes acceptance of these terms and conditions of employment. Restaurant #:
Serious Violations. The following violations will result in an immediate fine due to the impact of the information being syndicated to public sites and/or the misinformation be- ing distributed to Participants/Subscribers.
Serious Violations. Owner is not required to provide a cure period or any additional notice, other than what is required by Ohio Law, prior to terminating or refusing to renew the Lease if Tenant has committed a Serious Violation, which shall include those violations related to nonpayment of rent, health, safety, criminal activity, actions of the Tenant that create a hostile environment for others, damage to the Premises or property of Owner, and Program eligibility issues caused by Tenant’s failure to provide complete, true and accurate information necessary to certify Program eligibility or report changes in status as set required by the terms of this Addendum.
Serious Violations. In the event of serious violations, the Employer may impose any penalty up to and including discharge as is reasonable under the circumstances without going through the progressive steps set forth above. The Union may grieve the reasonableness of any penalty in any given situation.
Serious Violations. Grounds for discipline of any person employed include, but are not limited to, the following: Þ Continued unsatisfactory performance of duties of their position. Þ Insubordination (including, but not limited to, refusal to do assigned work). Þ Negligence in the performance of duty or in the care or use of Company property. Þ Offensive or abusive conduct or language toward other employees, pupils, the public, or any willful failure of good conduct tending to injure the public service or Company’s reputation in the community.
