Second Offense Clause Examples
The 'Second Offense' clause establishes specific consequences or actions that will be taken if a party commits a violation for a second time. Typically, this clause outlines stricter penalties, escalated disciplinary measures, or additional requirements compared to a first offense, such as increased fines, suspension, or even termination of an agreement. Its core practical function is to deter repeated violations by making clear that subsequent offenses will be treated more severely, thereby encouraging compliance and reducing the likelihood of recurring breaches.
Second Offense. Where an employee tests positive, and the employee has previously participated in one program of treatment required by the Employer, the Employer may discharge the employee from employment.
B. Suspensions and Transfers.
Second Offense. The employee will be suspended for 10 days without pay and must agree to sign a Return-to-Duty Contract.
Second Offense. Students will lose recess time for an entire week and the student’s parent/guardian must pick up the equipment from the office during school hours (7:30 a.m. – 4:00 p.m.).
Second Offense. For full-time employees averaging 37½ hours a week, the employee shall forfeit 60 hours (7.5 days) of accrued sick leave (75% of the normal annual accumulation) for the second offense. (If the entire 60 hours as specified previously cannot be deducted from the accumulated total due to the accrual amount, the negative balance will be carried over until the entire 60 hours can be deducted.)
Second Offense. The Employer has the right to terminate the employee, which shall be subject to the grievance procedure. When the employee tests positive for drugs or alcohol following an accident or an incident involving property damage and/or injury to person(s), then the employee shall be terminated.
Second Offense unit member who experiences an AWOL for the second time will be subject to discharge.
Second Offense. Any employee who tests positive for drugs and/or alcohol within five (5) years of his or her previous positive test will be automatically terminated.
Second Offense. Either a verbal warning with documentation or a written reprimand will be given, depending on the seriousness of the issue. The document will be placed in the ESP’s official personnel file.