Constructive Criticism Sample Clauses

Constructive Criticism. The parties recognize that evaluation is an on-going process. Accordingly, the parties agree that deficiencies in an employee's work performance and/or other work related areas should be brought to the attention of the employee as soon as possible after the deficiencies are observed or brought to the attention of the employee's supervisor in order to give the employee a reasonable time and a reasonable opportunity to correct such deficiencies. If a supervisor believes an employee is doing unacceptable work, the reasons therefore shall be set forth in as specific terms as possible as shall an identification of the specific ways in which the bargaining unit member is to improve.
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Constructive Criticism. Has the ability to give constructive criticism to co-workers and personnel that are under their direct supervision. Also has the ability to take constructive criticism as a positive gesture for self improvement and professional growth. Chief Areas of Strength: Chief Areas that Need Improvement: Other Comments or Suggestions: Signature of Evaluator Signature of Administrator
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Constructive Criticism. Novae desires to provide its Affiliates with the best services and fee schedule possible. Accordingly, Novae values constructive criticism and encourages the submission of written comments addressed to Novae leadership. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Novae Affiliates and disparage Novae represents a material breach of these Policies and Procedures and may be subject to sanctions as deemed appropriate by the Company. Intellectual Property Xxxxxxxxx agrees to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by Novae must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Novae, each of its product names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Novae. As such, these marks are of great value to Novae and are supplied to Affiliates for their use only in an authorized manner. Jurisdiction and Governing Law. The formation, construction, interpretation, and enforceability of your contract with Novae as set forth in this Affiliate Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Georiga without regard to conflict of law provisions. Contract Submission. An emailed copy/electric transmission of the Agreement shall be treated as an original in all respects. Dispute Resolution. All disputes and claims relating to Novae, its products and services, the rights and obligations of an Affiliate and the Company, or any other claims or causes of action relating to the performance of either an Affiliate or Novae under the Agreement or the Company terms and conditions shall be settled totally and finally by arbitration in Georgia or such other location as Novae prescribes, in accordance with the Federal Arbitration Act and the Commercial Arbitration Rules of the American Arbitration Association, except that all parties shall be entitled to discovery rights allowed under the Federal Rules of Civil Procedure. This agreement to arbitrate shall survive any termination or expiration of the Agreement. Nothing in the Agreement shall prevent Novae from applying to and obtaining from any court having jurisdiction a writ o...
Sample 1
Constructive Criticism. We desire to provide our Independent Instructors with the best products, services and Compensation Plan possible. Accordingly, the Company values constructive criticism and encourages the submission of written comments. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Instructors and disparage the Company and its name represents a material breach of these terms and may be subject to sanctions as deemed appropriate by the Company. Intellectual Property Instructors agree to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by the Company must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Build A Robot Workshop, its product and/or service names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Build A Robot Workshop, Inc. As such, these marks are of great value to the Company and are supplied to Independent Instructors for their use only in an authorized manner. Jurisdiction and Governing Law. The formation, construction, interpretation, and enforceability of your contract with the Company as set forth in this Instructor Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Tennessee without regard to conflict of law provisions. Contract Submission. An electronic copy of this Agreement by way of electronic signature shall be treated as an original in all respects.
Sample 1
Constructive Criticism. Legendary Marketer desires to provide its Affiliates with the best services and fee schedule possible. Accordingly, Legendary Marketer values constructive criticism and encourages the submission of written comments addressed to Legendary Marketer leadership. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Legendary Marketer Affiliates and disparage Legendary Marketer represents a material breach of these Policies and Procedures and may be subject to sanctions as deemed appropriate by the Company. Intellectual Property Affiliate agrees to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by Legendary Marketer must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Legendary Marketer, each of its product names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Legendary Marketer. As such, these marks are of great value to Legendary Marketer and are supplied to Affiliates for their use only in an authorized manner. Jurisdiction and Governing Law. The formation, construction, interpretation, and enforceability of your contract with Legendary Marketer as set forth in this Affiliate Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Florida without regard to conflict of law provisions. Contract Submission. An emailed copy of the Agreement shall be treated as an original in all respects.
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Related to Constructive Criticism

  • Demotion A demotion shall mean the transfer of an employee to a lower level position of less responsibility as well as salary.

  • 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.

  • Disqualifying Offenses If at any time it is determined that a person has been found guilty of a misdemeanor or felony offense as a result of a trial or has entered a plea of guilty or nolo contendere, regardless of whether adjudication was withheld, within the last six (6) years from the date of the court’s determination for the crimes listed below, or their equivalent in any jurisdiction, the Contractor is required to immediately remove that person from any position with access to State of Florida data or directly performing services under the Contract. The disqualifying offenses are as follows:

  • Inappropriate Conduct You shall not use the Service or the Device in any way that is threatening, abusive, harassing, defamatory, libelous, deceptive, fraudulent, invasive of another's privacy, or any similar behavior. We reserve the right to immediately terminate your Service if, in our sole and absolute discretion, we determine that you have used the Service or the Device in any of the aforementioned ways. In the event of such termination, you will be responsible for the full month's charges to the end of the current term, including, without limitation, unbilled charges, plus a termination fee, if applicable, all of which will become immediately due and payable upon termination of your Service. If we believe that you have used the Service or the Device in any of the aforementioned ways, we may forward the relevant communication and other information, including your identity, to the appropriate authorities for investigation and prosecution. You hereby consent to our forwarding of any such communications and information to these authorities. In addition, VoIP Systems USA will provide information in response to law enforcement requests, subpoenas, court orders, to protect it's rights and property and in the case where failure to disclose the information may lead to imminent harm to the customer or others.

  • Serious Health Condition An illness, injury, impairment, or physical or mental condition which warrants the participation of a family member to provide care during a period of treatment or supervision and involves either inpatient care in a hospital, hospice or residential health care facility or continuing treatment or continuing supervision by a health care provider (e.g. physician or surgeon) as defined by state and federal law.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Antiretaliation The Recipient shall not discharge or in any other manner discriminate against any worker because such worker has filed any complaint or instituted or caused to be instituted any proceeding under or related to compliance with the E.O. or this clause, or has testified or is about to testify in any such proceeding.

  • Anonymous Material There shall be no anonymous material in the evaluation file except for numerical summaries of student evaluations that are part of a regular evaluation procedure of classroom instruction and/or written comments from students obtained as part of that regular evaluation procedure. If written comments from students in a course are included in the evaluation file, all of the comments obtained in the same course must be included.

  • Serious Illness Should a participant be unable to take the leave when scheduled because of serious injury or illness occurring before commencement of the leave, he/she may cancel the leave and receive payment as in Article 12.8.3.9 or, with the consent of the College, defer the leave to a time mutually agreeable, not to exceed one (1) year.

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