Discipline Misconduct Sample Clauses

Discipline Misconduct. Less serious conduct offences, which do not warrant summary dismissal, are to be dealt with through the warning procedure. If the employee fails to correct his behaviour these offences may ultimately lead to dismissal with due notice (or payment in lieu of notice). Such offences include but are not limited to the following: • Actions liable to disrupt or prevent the work of other employees. • Actions detrimental to good order, cleanliness and welfare of others on site. • Bad time-keeping and poor attendance including abuse of self-certification. • Minor breaches of site rules and regulations. • Offences involving the misuse or unauthorised use of employer’s time or the property, services or facilities of either the employer, the client or other contractors. • Provocative use of insulting or abusive language. • Unacceptable workmanship or poor work performance. • Unauthorised absence from the designated workplace on site.
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Discipline Misconduct. 6.1. We will not accept:  Any untrue reviews and defamatory comments towards our members of staff, which contain malicious falsehood intending to damage the reputation of our school.  Misconduct, e.g. disruptive behaviour.  Abusive behaviour.  Bullying  Unnecessary noise or nuisance including shouting.  Children during the class hours.  Improper use and installation of computer hardware or software.  Smoking is not permitted anywhere in the building.  Food must not be consumed in the classroom.  Mobile phones must be switched off during lessons. You will be required to leave a class or be excluded from the class if your mobile phone rings persistently during a lesson.  Only English may be spoken in class. We will always try to sort out problems together, if we cannot, we will have to move into a formal procedure.
Sample 1

Related to Discipline Misconduct

  • Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, each Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). Each Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance.

  • Misconduct Unless a Change of Control shall have occurred after the date hereof:

  • RESEARCH MISCONDUCT If this Agreement involves basic, applied, or demonstration research in a field of science, medicine, engineering, or mathematics, including but not limited to, research in economics, education, linguistics, medicine, psychology, social sciences, statistics, and research involving human subject or animals, this Agreement incorporates by reference DEAR 952.235-71 Research Misconduct (July 2005).

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Negligence We will only be liable for the proportion to which the loss or damage to the Goods is caused by or contributed to by Our negligence (including the negligence of any Subcontractor, but excluding the negligence of any Third Party Provider), and in any event that liability will be limited to $100 per item or package, or $1,000 in respect of all Goods moved or stored under this agreement (whichever is the lesser).

  • 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.

  • Dishonesty 6. Drinking alcoholic beverages on the job, or reporting to work while under the influence of intoxicating substances.

  • Discipline and Termination Employee recognizes that Employee’s promise to remain as President of the Institution through the entire Term is of the essence of this Agreement to the Employer. It is also recognized, however, that certain circumstances may make it appropriate for Employer to terminate this Agreement prior to the completion of its entire term, as follows:

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