Abusive behaviour Sample Clauses

Abusive behaviour. Profanity, abusive behaviour whether physical, verbal or otherwise and violence are all prohibited.
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Abusive behaviour. Acts of vernal, physical or emotional abuse by the License Holder or any Attendees will not be tolerated. Where acts of abusive behaviour occur, all rights of the License Holder under this License Agreement will terminate immediately and the School District will be entitled to retain all monies and fees paid or payable under the License.
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Abusive behaviour. We do not tolerate any abuse, physical, verbal or mental, of our staff. Persons conducting such behaviour shall immediately be asked to leave the premises and may be subject to a temporary or permanent ban, depending on the severity.
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Abusive behaviour. The Photographer will not tolerate verbally or physically abusive behaviour. If the Client or their official in charge is unable to control the conduct of their guests towards the Photographer or her assistant, resulting in the unacceptable degree of misconduct, or damages to the equipment caused by the guests, it will result in early departure of the Photographer. The Client hereby acknowledges that in such an event, no refunds will be granted.
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Abusive behaviour. Under no circumstances are Invigilators to tolerate verbal or physical abuse from candidates. If such abuse occurs, the matter is to be referred directly to Aspeq Head Office with an appropriate written explanation outlining all the facts. In all cases, appropriate action will be taken to ensure that Invigilators are supported and the status of their position upheld. If Invigilators feel threatened at any time, they will need to contact Aspeq Head Office immediately or if possible, get assistance.
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Related to Abusive behaviour

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • WORKPLACE BEHAVIOR 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • Assault Any case of assault upon a teacher which occurs in the line of duty shall promptly be 20 rights and obligations with respect to such assault, and its legal assistance to the teacher in 21 connection with handling of the incident by law enforcement and judicial authorities. In such 22 event, the following shall apply:

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Behavior 1. Students must respect each other.

  • 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.

  • Assaults An employee who is assaulted while in the performance of assigned duties shall promptly report the assault to the Employer. The Employer shall promptly investigate the incident and render such assistance as necessary under the circumstances, including reporting and cooperating with law enforcement authorities.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Abuse You agree to immediately notify us if you suspect fraudulent or abusive activity. If you so notify us, or we otherwise suspect fraudulent or abusive activity, you agree to cooperate with us in any fraud investigation and to use any fraud prevention measures we prescribe. Your failure to cooperate or to use such measures will result in your liability for all fraudulent usage or abusive activity associated with your Equipment (as defined below).

  • 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.

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