Common use of SPECIFIC PENALTIES Clause in Contracts

SPECIFIC PENALTIES. 4.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of the Employer there are mitigating circumstances, the Employer may, at its sole discretion, decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remedies.

SPECIFIC PENALTIES. 4.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of an Arbitrator or the Employer there are mitigating circumstances, the Employer mayArbitrator or the Employer, at its sole discretion, may decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remediesArticle.

SPECIFIC PENALTIES. 4.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of the Employer there are mitigating circumstances, the Employer may, at its sole discretion, decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remedies.

SPECIFIC PENALTIES. 4.01 5.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following proven infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she they cannot perform the duties of their job without harm or risk of harm to him/herself themself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of the Employer there are mitigating circumstances, the Employer may, at its sole discretion, decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remedies.

SPECIFIC PENALTIES. 4.01 ‌ 5.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following proven infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of the Employer there are mitigating circumstances, the Employer may, at its sole discretion, decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remedies.

SPECIFIC PENALTIES. ‌ 4.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following infractions will (as opposed to may) be just cause for suspension or discharge: a) Misappropriation of funds, defalcation or any other fraudulent actions b) Theft; c) Intentional damage, destruction or sabotage of Company or client property; d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she they cannot perform the duties of their job without harm or risk of harm to him/herself themself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance. f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules. g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation; h) Fighting on company premises; i) Swearing at a customer. j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer. k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of an Arbitrator or the Employer there are mitigating circumstances, the Employer mayArbitrator or the Employer, at its sole discretion, may decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remediesArticle.