Common use of Cause for Orderly Termination Clause in Contracts

Cause for Orderly Termination. 9-1-2-1 Just cause for disciplinary action, up to and including suspension or dismissal/termination of employment, shall include, but not be limited to, the following: 1. Immorality, incompetence or unprofessional conduct not characteristic of or befitting a District Employee or that is harmful to students or to the District; 2. Insubordination; 3. Conviction of a criminal act not characteristic of or befitting a District Employee or that is harmful to students or to the District; 4. Conviction, plea of guilty, plea of no contest, or other plea resulting in probation or suspended sentence for any felony or misdemeanor involving moral turpitude or crimes against children; 5. Improper or unlawful physical contact with students; 6. Grievous or repeated violation of Board or District policy; 7. Grievous or repeated violation of negotiated agreement; 8. Manufacturing, possessing, using, dispensing, distributing, selling and/or engaging in any transaction or actions to facilitate the use, dispersal or distribution of any illicit (as opposed to authorized) drugs or alcohol on District premises or as a part of any District activity; 9. Current addiction to or dependency on a narcotic or other controlled substance, or drunkenness or excessive use of alcoholic beverages or controlled substances that impairs the ability of the Employee to complete the job function(s) of his/her position; 10. Deliberate falsification of any information supplied to the District, including data on application forms and employment records; 11. Improper, inappropriate, or unlawful contact with a student or Employee, including but not limited to, sexual harassment as defined in the Xxxxx City School District Harassment Policy; 12. Neglect of duty; 13. Inability to maintain discipline in the classroom or at assigned school- related functions; 14. Failure to maintain requirements for licensure or certification; 15. Any reason that the District in its sole discretion deems reasonable and appropriate provided it is in accordance with PEHRMA UCA §53G-11-512 through 517.

Cause for Orderly Termination. 9-1-2-1 Just cause for disciplinary action, up to and including suspension or dismissal/termination of employment, shall include, but not be limited to, the following: 1. Immorality, incompetence or unprofessional conduct not characteristic of or befitting a District Employee Educator or that is harmful to students or to the District; 2. Insubordination; 3. Conviction of a criminal act not characteristic of or befitting a District Employee Educator or that is harmful to students or to the District; 4. Conviction, plea of guilty, plea of no contest, or other plea resulting in probation or suspended sentence for any felony or misdemeanor involving moral turpitude or crimes against children; 5. Improper or unlawful physical contact with studentsstudents [See Administrative Rule R277-515-3 Educator Ethics]; 6. Grievous or repeated violation of Board or District policy; 7. Grievous or repeated violation of negotiated agreement; 8. Manufacturing, possessing, using, dispensing, distributing, selling and/or engaging in any transaction or actions to facilitate the use, dispersal or distribution of any illicit (as opposed to authorized) drugs or alcohol on District premises or as a part of any District activity; 9. Current addiction to or dependency on a narcotic or other controlled substance, or drunkenness or excessive use of alcoholic beverages or controlled substances that impairs the ability of the Employee Educator to complete the job function(s) of his/her position; 10. Deliberate falsification of any information supplied to the District, including data on application forms and employment records; 11. Improper, inappropriate, or unlawful contact with a student or EmployeeEducator, including but not limited to, sexual harassment as defined in the Xxxxx City School District Harassment Policy; 12. Neglect of duty; 13. Inability to maintain discipline in the classroom or at assigned school- related functions; 14. Failure to maintain requirements for licensure or certification; 15. Any reason that the District in its sole discretion deems reasonable and appropriate provided it is in accordance with PEHRMA UCA §53G-11-512 through 517.

Cause for Orderly Termination. 9-1-2-1 Just cause for disciplinary action, up to and including suspension or dismissal/termination of employment, shall include, but not be limited to, the following: 1. Immorality, incompetence or unprofessional conduct not characteristic of or befitting a District Employee Educator or that is harmful to students or to the District; 2. Insubordination; 3. Conviction of a criminal act not characteristic of or befitting a District Employee Educator or that is harmful to students or to the District; 4. Conviction, plea of guilty, plea of no contest, or other plea resulting in probation or suspended sentence for any felony or misdemeanor involving moral turpitude or crimes against children; 5. Improper or unlawful physical contact with studentsstudents [See Administrative Rule R277-515-3 Educator Ethics]; 6. Grievous or repeated violation of Board or District policy; 7. Grievous or repeated violation of negotiated agreement; 8. Manufacturing, possessing, using, dispensing, distributing, selling and/or engaging in any transaction or actions to facilitate the use, dispersal or distribution of any illicit (as opposed to authorized) drugs or alcohol on District premises or as a part of any District activity; 9. Current addiction to or dependency on a narcotic or other controlled substance, or drunkenness or excessive use of alcoholic beverages or controlled substances that impairs the ability of the Employee Educator to complete the job function(s) of his/her position; 10. Deliberate falsification of any information supplied to the District, including data on application forms and employment records; 11. Improper, inappropriate, or unlawful contact with a student or EmployeeEducator, including but not limited to, sexual harassment as defined in the Xxxxx City School District Harassment Policy; 12. Neglect of duty; 13. Inability to maintain discipline in the classroom or at assigned school- school-related functions; 14. Failure to maintain requirements for licensure or certification; 15. Any reason that the District in its sole discretion deems reasonable and appropriate provided it is in accordance with PEHRMA UCA §53G-11-512 through 517.