CHRONIC MISBEHAVIOR Sample Clauses

CHRONIC MISBEHAVIOR. If Resident establishes an unacceptable pattern of misconduct or is frequently in found to be in non-compliance with these Rules & Regulations or the General Student Code, though individual offenses may be minor, a pattern of non-compliance, irresponsible conduct may be interpreted as a significant disciplinary problem. These patterns of misbehavior can lead to disciplinary action up to and including eviction.
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CHRONIC MISBEHAVIOR. A Licensee who exhibits behaviors that signify their inability to live in a residential community, may be required to meet with GW CLRE staff to discuss whether the Licensee should be moved to another hall, continue in residence, and/or whether the License Agreement shall be terminated by the University, at its sole discretion.
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CHRONIC MISBEHAVIOR. A Group Participant who exhibits behaviors that signify their inability to live in a residential community, may be required to meet with GW CLRE staff to discuss, in consultation with the Licensee, whether the Group Participant should be moved to another hall, continue in residence, and/or whether the individual License Agreement of the Group Participant shall be terminated by the University, at its sole discretion.
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CHRONIC MISBEHAVIOR. A Group Participant who occupies an inordinate amount of staff time and energy reflecting their dissatisfaction with residence hall living, and/or who exhibit behaviors that signify their inability to live in a residential community, may be required to meet with GW Housing staff to discuss, in consultation with the Licensee, whether the Group Participant should be moved to another hall, continue in residence, and/or whether the individual License Agreement of the Group Participant shall be terminated by the University, at its sole discretion.
Sample 1Sample 2Sample 3
CHRONIC MISBEHAVIOR. A Licensee who occupies an inordinate amount of staff time and energy reflecting their dissatisfaction with residence hall living, and/or who exhibit behaviors that signify their inability to live in a residential community, may be required to meet with GW Housing staff to discuss whether the Licensee should be moved to another hall, continue in residence, and/or whether the License Agreement shall be terminated by the University, at its sole discretion.
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Related to CHRONIC MISBEHAVIOR

  • 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 University’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.

  • Behavior 1. Students must respect each other.

  • 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.

  • PROFESSIONAL BEHAVIOR A. Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • Dishonesty 6. Drinking alcoholic beverages on the job, or reporting to work while under the influence of intoxicating substances.

  • Absenteeism No employee may absent himself from his work during the hours in which the establishment is open without the express permission of his employer except on account of illness and/or injuries or for causes beyond the control of such employee. An employee shall, within 24 hours of his failure to report for work, cause his employer to be notified thereof in the most expeditious manner available.

  • Serious Illness Should a participant be unable to take the leave when scheduled because of serious injury or illness occurring before commencement of the leave, he/she may cancel the leave and receive payment as in Article 12.8.3.9 or, with the consent of the College, defer the leave to a time mutually agreeable, not to exceed one (1) year.

  • Alcohol (a) A worker who returns a negative alcohol test will be allowed to return to work with no record of the test kept. A worker who returns a positive result for alcohol (above 0.00mg/ml) will be deemed not fit work and will not be permitted to return to work;

  • Intermittent Leave 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

  • 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.

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