Dismissal for Serious Misconduct Sample Clauses

Dismissal for Serious Misconduct. An Employee guilty of serious misconduct on a Vessel or in relation to their employment, including if they refuse to obey a lawful order of any officer of the Vessel, may be dismissed without notice, if the Vessel is in Port, or if the Vessel is at sea, on arrival of the Vessel at the next port of call. In these circumstances, the Employee will not be entitled to any wages, travel or other allowances from termination of employment.
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Dismissal for Serious Misconduct. The period of notice in sub clause 18.1(a) does not apply in the case of dismissal for serious misconduct. If so dismissed the employee shall only be entitled to be paid for the time worked up to the time of dismissal and any entitlements accrued to such time.
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Dismissal for Serious Misconduct. Some actions or omissions by employees may warrant immediate dismissal. These may include, but are not limited to: • Fighting or deliberate acts that threaten bodily harm to others in the workplace; • Deliberate destruction of property or equipment; • Theft (this includes giving away saleable items for free and taking CSCC resources of the premises without authorisation); • Serious and/ or repeated forms of harassment • The consumption of alcohol or prohibited drugs while on duty. • Gross neglect of duties and wilful non compliance with authorised CSCC policy and procedure. • Discourteous, aggressive, or any behaviour towards members and guests of the CSCC that can harm our valued relationship. • Fraud (including incorrect time sheet recording) and misuse of CSCC resources.
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Dismissal for Serious Misconduct. The company has the right to dismiss any employee without notice for serious misconduct and in such cases any entitlements under this Agreement are to be paid up to the time of dismissal only.
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Related to Dismissal for Serious 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.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • 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.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Dismissal or Suspension Grievance (a) In the case of a dispute arising from an employee's dismissal, the grievance may be filed directly at arbitration within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Dismissal or Suspension Grievances (a) In the case of a dispute arising from an employee’s dismissal, the grievance may be filed directly at Step 3, within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

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