Causes for Dismissal. The Firm may dismiss the Attorney for cause in the event it determines there has been continued neglect by the Attorney of his or her duties, or willful misconduct on the part of the Attorney, including but not limited to a finding of probable cause by the Bar for investigating a complaint filed with its discipline system or the filing of criminal charges against the Attorney, which would make retention of the Attorney by the Firm prejudicial to the Firm's best interest.

Causes for Dismissal. Any employee may be disciplined for cause only. The following, among others, are causes which are sufficient for such action: (1) Absence without authorized leave. (2) Conviction of a felony or any charge which disqualifies an individual from employment, or failure to notify the District of such conviction. “Conviction” shall be construed to be a determination of guilt of the accused by a court, including a plea of guilty or nolo contendere, regardless of sentence, grant of probation, or otherwise.

Causes for Dismissal. Employment will be terminated for an employee who has committed any of the following violations: 1. Insubordination or refusal to carry out orders from the Crew Chief or equivalent or those of higher rank; 2. Use of or working under the influence of alcohol or illegal drugs while on the premises while employed during working hours or while operating City-owned vehicles or equipment; 3. Willful destruction, theft or damage of City property; 4. Excessive unexcused absence and lateness; 5. Fighting or threatening violence in the workplace; 6. Unauthorized use of sick leave or falsification of sick leave requests; 7. Failure to notify the City that a job-required CDL license has been temporarily or permanently revoked or suspended or whose CDL license is intentionally not renewed; 8. Acts of sexual harassment; or 9. Falsification of timekeeping records or other employee or departmental records. 10. Refer to Department of Public Works Personnel Conduct Requirements. Grievance procedures as defined in Article 25 and Substance Abuse Procedures as defined in Article 27 will be followed.

Causes for Dismissal. Suspension or Demotion All Housing Authority employees must conduct themselves in such a manner that the work of their department is effectively accomplished. This includes observing the requirements of courtesy, consideration, and promptness in dealing with the public. All employees are expected to cultivate personal qualities which characterize good public service. Disregard of these precepts may result in either demotion, suspension, dismissal, or other disciplinary action. Some of the causes for such action include, but are not limited to: (1) Commitment or conviction of any criminal act; (2) Disorderly or immoral conduct. Disorderly or immoral conduct means any behavior which disrupts the orderly operation of the Housing Authority or which is in conflict with community standards of acceptable conduct in the workplace; (3) Incompetence or inefficiency. Incompetence or inefficiency means want of ability suitable to the work either as regards natural qualities or experience or deficiency of disposition to use one's ability and experience properly, or failure to continue to perform at an acceptable level;

Causes for Dismissal. Examples of serious misconduct for which an employee may be dismissed are listed below. The following list is not exclusive. It is only representative of the types of misconduct which subject an employee to dismissal. Causes for dismissal under this section also constitute misconduct for which an employee may be subjected to disciplinary action other than dismissal. a. Conviction of a felony or conviction of driving under the influence while operating a City vehicle. b. Willful or continued violation of City or Departmental Safety Policies and Procedures, or willful or negligent creation of unsafe conditions in the workplace. c. Willful or continued violation of personnel policies and guidelines or departmental guidelines. d. Negligent or willful damage to public property or waste of public supplies or equipment. e. Wrongful taking or using any funds or property of the City or the making of any false claim against the City. x. Xxxxx incompetency, neglect, or duty or willful or continued failure to render satisfactory service. g. Refusal to abide by any lawful official regulation or order, failure to obey any proper direction made by a Supervisor, Department Head or City Manager or knowingly making a false statement to any employee or officer of the City. h. Claiming leave time under false pretenses or falsifying attendance records for oneself or another employee. i. Absence without leave. j. Violation of the City’s Drug and Alcohol Abuse Policy. k. Sexual harassment or other illegal harassment. l. Disclosing confidential records or information unless directed to do so by their Department Head or Supervisor.

Related to Causes for Dismissal

Resignation by Executive without Good Reason The Executive may voluntarily terminate employment with the Company during the term of this Agreement, upon at least 60 days’ prior written notice to the Board of Directors, in which case the Executive shall receive only his compensation, vested rights, and Executive benefits up to the date of his termination of employment.
Termination by Executive with Good Reason Executive may terminate his employment with Good Reason by providing the Company thirty (30) days’ written notice setting forth in reasonable specificity the event that constitutes Good Reason, which written notice, to be effective, must be provided to the Company within ninety (90) days of Executives knowledge of occurrence of such event. During such thirty (30) day notice period, the Company shall have a cure right, and if not cured within such period, Executive’s termination will be effective upon the expiration of such cure period, and Executive shall be entitled to the same payments and benefits as provided in Section 8(d) hereof for a termination by the Company without Cause, subject to the same conditions on payment and benefits as described in Section 8(d) hereof. Following such termination of Executive’s employment by Executive with Good Reason, except as set forth in this Section 8(e), Executive shall have no further rights to any compensation or any other benefits under this Agreement. For the avoidance of doubt, Executive’s sole and exclusive remedy upon a termination of employment with Good Reason shall be receipt of the Severance Benefits.
Resignation by Executive (a) Executive may resign from Executive’s employment with the Company at any time, in accordance with Section 6.6, by giving notice as described in Section 7.1. (b) In the event Executive resigns from Executive’s employment with the Company for any reason other than Good Reason in accordance with Sections 6.1 or 6.2, Executive will not receive Severance Benefits, Change in Control Severance Benefits, or any other severance compensation or benefits, except that, pursuant to the Company’s standard payroll policies, the Company shall pay to Executive the Accrued Obligations.
Termination by Executive other than for Good Reason Executive’s employment may be terminated by Executive without further liability on the part of Executive (other than with respect to those provisions of this Agreement expressly surviving such termination) by written notice to the Board of Directors at least sixty (60) days prior to such termination; provided, however, the Company may waive the notice period and accelerate the termination date without converting the Termination by Executive into a Termination by the Company.
Resignation by Executive for Good Reason (a) Provided Executive has not previously been notified of the Company’s intention to terminate Executive’s employment, Executive may resign from employment with the Company for Good Reason (as defined in Section 6.4(b) below).
By Employee for Good Reason Subject to compliance with the notice and opportunity for cure requirements set forth at the end of this Section 5(c), Employee may terminate [his/her] employment under this Agreement for “Good Reason” if any of the following circumstances occurs during the Retention Period without Employee’s express written consent: (i) a reduction in Employee’s base annual salary from that provided immediately before the Change in Control Date; (ii) a failure by Nordson to make available to Employee compensation plans, employee pension plans, and employee welfare benefit plans (collectively, “Plans”) and other benefits and perquisites that provide opportunities to receive overall compensation and benefits and perquisites at least equal to the opportunities for overall compensation and benefits and perquisites that were available to Employee immediately before the Change in Control Date; (iii) a change in the location of Employee’s principal place of employment by more than 50 miles from the location where Employee was principally employed immediately before the Change in Control Date; (iv) a significant increase in the frequency or duration of Employee’s business travel; or (v) a material and adverse change in the authorities, powers, functions, or duties attached to Employee’s position from those authorities, powers, functions, and duties as they existed immediately before the Change in Control Date (but a change in the office or officer to whom Employee reports will not, in itself, be deemed to be a material adverse change in Employee’s authorities, powers, functions, or duties for these purposes). Employee may give notice of termination for Good Reason based on any particular circumstance described in any of (i) through (v) of this Section 5(c) only if Employee gives notice of that intention (and of the particular circumstance on which the notice is based) not later than 90 days after Employee becomes aware of the existence of that particular circumstance. Any notice by Employee of termination for Good Reason must specify a date, not earlier than 30 days after the date on which the notice is given, that Employee proposes as [his/her] Employment Termination Date. If Nordson cures the circumstance identified by Employee in [his/her] notice before the proposed Employment Termination Date, Employee will not be entitled to terminate for Good Reason based upon the cured circumstance and Employee’s notice will be deemed rescinded. If Nordson fails to so cure before the proposed Employment Termination Date, Employee’s employment will terminate for Good Reason effective on that date.
Termination by the Company for Cause or by Executive Without Good Reason If the Company terminates the Executive’s employment for Cause or the Executive terminates his employment without Good Reason, the Executive shall have no rights or claims against the Company except to receive the payments and benefits described in Section 6(a).
Termination by Executive without Good Reason The Executive may terminate his employment without Good Reason by providing the Company thirty (30) days’ written notice of such termination. In the event of a termination of employment by the Executive under this Section 6(g), the Executive shall be entitled only to the Accrued Obligations. In the event of termination of the Executive’s employment under this Section 6(g), the Company may, in its sole and absolute discretion, by written notice, accelerate such date of termination and still have it treated as a termination without Good Reason.
Without Cause; For Good Reason If the Executive’s employment is terminated by the Company without Cause before expiration of the Term, or if the Executive resigns for Good Reason before expiration of the Term, the Company shall have no further payment obligations to the Executive or his legal representatives, other than for payment of: (1) in a lump sum in cash within thirty (30) days after the Date of Termination (or such earlier date as required by applicable law) the Accrued Obligations; (2) the Accrued Incentives, which shall be payable in accordance with the terms and conditions of the Incentive Plans; (3) subject to Section 4(f) below, a lump-sum cash payment, to be made on the first normal payroll date following the Release Consideration Period (the “Initial Severance Payment Date”) in an amount equal to (x) the average of the annual bonuses paid to the Executive for the three immediately preceding completed fiscal years, or (y) if upon the Date of Termination the Executive has not been employed for three complete fiscal years, then the average of the annual bonuses paid to the Executive for the years employed with the Company (the “Average Bonus”); and (4) subject to Section 4(f) below, beginning on the Initial Severance Payment Date and thereafter in accordance with the customary payroll practices of the Company, continuation of the Executive’s Base Salary in effect on the Date of Termination (“Salary Continuation Payments”) for a period of 12 months. Any installments of the Severance Payments that, in accordance with customary payroll practices, would have typically been made during the Release Consideration Period shall accumulate and shall then be paid on the Initial Severance Payment Date. The Average Bonus together with the Salary Continuation Payments shall be referred to collectively as the “Severance Payments”.
By Executive Without Good Reason The Executive may resign and terminate the Executive’s employment with the Company without Good Reason at any time “at will” upon written notice of termination to the Company.

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