Termination for Poor Performance Clause Samples
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Termination for Poor Performance. Bargaining Unit Faculty in all ranks on fixed-term or continuing appointments may be terminated for poor performance. When notified in writing by February 1 of their first academic year of service, faculty will be terminated at the conclusion of that academic year. Following the first year, the university will provide written notice at least twelve months in advance of termination. Notice is not required; however, if the Member’s fixed term appointment expires before a termination for poor performance would have taken effect.
15.3.1 Fixed-term faculty may be terminated for poor performance if:
1. the performance was specified in a written evaluation,
2. the faculty member was given a reasonable amount of time (normally, at least one semester) to address the unsatisfactory performance, and 3. the unsatisfactory performance continued.
15.3.2 A Bargaining Unit Faculty Member with a continuing appointment may be terminated for persistent poor performance as specified in Section 15.3.2a below, or for deficiencies in teaching that are so severe that the Member is not minimally effective. Symptoms of poor teaching performance may include (but are not limited to) • a pattern of classes that are missed without suitable reason (e.g., illness, approved professional travel) or of missed advising appointments • persistent and justified complaints from students or peers • persistently erratic classroom behavior • persistent failure to be reasonably available to students and advisees • persistent failure to communicate effectively with students • a pattern of irresponsible or unprofessional conduct with or in the presence of students in a university setting • persistent failure to comply with the established curriculum • persistently outdated or inappropriate course content 15.3.2a Persistent poor performance pursuant to Section 15.3.2 must have been specified in a written evaluation, in which the department chair states that the performance is so substandard that it could be grounds for dismissal. The Member must then be provided a reasonable amount of time (normally, at least one semester) to correct the identified deficiencies. If the substandard performance continues, the department chair must specify, in writing, the basis for concluding that the Member’s performance is persistently poor.
15.3.2.1 If the ▇▇▇▇ believes that a Bargaining Unit Faculty Member (hereinafter, "Member") with a continuing appointment should be dismissed due to poor performance according to t...
Termination for Poor Performance. The Company shall have the right, at any time prior to a Change in Control of the Company (but not thereafter), to terminate the employment of the Executive for Poor Performance by written Notice of Termination (as defined in Section 4.7 hereof). For the purpose of this Agreement, "Poor Performance" shall mean a finding by a majority of the non-officer members of each of the Boards of Directors of UNB and the Bank that, in the good faith opinion of each such majority: (i) the Executive's performance of his duties was sufficiently unsatisfactory to merit termination, and (ii) prior notice of such unsatisfactory performance was given to the Executive without cure having occurred. In making such a finding, the Board of Directors shall utilize the input of the Chief Executive Officer ("CEO") unless the CEO is being terminated.
Termination for Poor Performance. Employer may terminate employee’s employment under this Agreement for “Poor Performance”. Poor Performance is a failure of the Employee to properly meet the duties and responsibilities of his position in a competent fashion, as determined by the Chief Executive Officer. Such termination for “Poor Performance” shall occur only after employee has been advised in writing of the failure to meet the duties and responsibilities, or guidelines/goals and given a reasonable period of time of at least 30 days to cure the Poor Performance. Following the termination for Poor Performance, the Employee shall be entitled to payment of his base salary through the last day of his employment. Employee shall be entitled to no other payments or benefits after a termination for Poor Performance. With the exception of the covenants set forth in Paragraph 1.3, 4.1 and 4.3, upon such termination the obligations of Employee and Company under this Agreement shall immediately cease.
Termination for Poor Performance. Upon an Involuntary Termination under Section 3.2(a) of the Plan, the Company shall make a lump sum cash severance payment to the Executive in an amount equal to nine (9) months of the Executive’s Base Salary in the Plan Year in which the Executive’s Separation from Service occurs.
Termination for Poor Performance. Bargaining Unit Faculty in all ranks on fixed-term or continuing appointments may be terminated for poor performance. When notified in writing by February 1 of their first academic year of service, faculty will be terminated at the conclusion of that academic year. Following the first year, the university will provide written notice at least twelve months in advance of termination. Notice is not required; however, if the Member’s fixed term appointment expires before a termination for poor performance would have taken effect.
3.1 Fixed-term faculty may be terminated for poor performance if:
1. the performance was specified in a written evaluation,
2. the faculty member was given a reasonable amount of time (normally, at least one semester) to address the unsatisfactory performance, and
3. the unsatisfactory performance continued.
Termination for Poor Performance. If the Board is dissatisfied with any aspect of the Chief Executive’s performance, the Board will discuss their concerns with the Chief Executive and in such case the Chief Executive will be given such period as the Board considers reasonable in the circumstances to rectify the inadequacies to the satisfaction of the Board.
11.4.1 If the Board reasonably concludes, after the period referred to in Clause 11.4, that the Chief Executive’s performance has not improved to the satisfaction of the Board, the Board may terminate this Agreement by giving three months’ written notice of termination or, at the Board’s discretion, three months’ pay in lieu of notice.
Termination for Poor Performance. If the Council is dissatisfied with any aspect of the Chief Executive’s performance, the Council will discuss their concerns with the Chief Executive and in such case the Chief Executive will be given such period as the Council considers reasonable in the circumstances to rectify the inadequacies to the satisfaction of the Council.
11.4.1 If the Council reasonably concludes, after the period referred to in Clause 11.4, that the Chief Executive’s performance has not improved to the satisfaction of the Council, the Council may terminate this Agreement by giving three months’ written notice of termination or, at the Council’s discretion, three months’ pay in lieu of notice.
Termination for Poor Performance. From the sixth month anniversary of the Agreement Effective Date until the end of the Initial Term, the Administrator shall have the right to terminate this Agreement if the Administrator determines that ▇▇▇▇▇▇▇ has failed to perform the Services in a manner and quality consistent with the Administrator’s expectations, even if such performance or lack thereof would not constitute a material breach of this Agreement by ▇▇▇▇▇▇▇. In exercising such termination right, the Administrator shall be required to give ▇▇▇▇▇▇▇ not less than 120 days’ prior written notice, which notice shall set forth in reasonable detail the service/performance issues that have caused the Administrator to exercise its right of termination, and ▇▇▇▇▇▇▇ shall have 30 days in which to cure any such issue. For the avoidance of doubt, the earliest date on which the Administrator shall be permitted to deliver any notice of termination under this Section 8.3.B. is the sixth month anniversary of the Agreement Effective Date.
Termination for Poor Performance. Either Party may terminate this Agreement with immediate effect, within 20 Business Days from the date on which the Parties have both received a copy of the Independent Certifier’s report in relation to the Outcome Payment payable in respect of Calculation Date 4, if that report indicates that the Outcome Payments payable for all Calculation Dates up to and including Calculation Date 4 is $0.
Termination for Poor Performance. The Company shall have the right, at any time prior to a Change in Control of the Company (but not thereafter), to terminate the employment of the Executive for Poor Performance by written Notice of Termination (as defined in Section 4.7 hereof). For the purpose