Constructive Criticism Sample Clauses

Constructive Criticism. Has the ability to give constructive criticism to co-workers and personnel that are under their direct supervision. Also has the ability to take constructive criticism as a positive gesture for self improvement and professional growth.
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Constructive Criticism. The parties recognize that evaluation is an on-going process. Accordingly, the parties agree that deficiencies in an employee's work performance and/or other work related areas should be brought to the attention of the employee as soon as possible after the deficiencies are observed or brought to the attention of the employee's supervisor in order to give the employee a reasonable time and a reasonable opportunity to correct such deficiencies. If a supervisor believes an employee is doing unacceptable work, the reasons therefore shall be set forth in as specific terms as possible as shall an identification of the specific ways in which the bargaining unit member is to improve.
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Constructive Criticism. We desire to provide our Independent Instructors with the best products, services and Compensation Plan possible. Accordingly, the Company values constructive criticism and encourages the submission of written comments. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Instructors and disparage the Company and its name represents a material breach of these terms and may be subject to sanctions as deemed appropriate by the Company. Instructors agree to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by the Company must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Build A Robot Workshop, its product and/or service names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Build A Robot Workshop, Inc. As such, these marks are of great value to the Company and are supplied to Independent Instructors for their use only in an authorized manner. The formation, construction, interpretation, and enforceability of your contract with the Company as set forth in this Instructor Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Tennessee without regard to conflict of law provisions. An electronic copy of this Agreement by way of electronic signature shall be treated as an original in all respects.
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Constructive Criticism. Legendary Marketer desires to provide its Affiliates with the best services and fee schedule possible. Accordingly, Legendary Marketer values constructive criticism and encourages the submission of written comments addressed to Legendary Marketer leadership. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Legendary Marketer Affiliates and disparage Legendary Marketer represents a material breach of these Policies and Procedures and may be subject to sanctions as deemed appropriate by the Company. Affiliate agrees to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by Legendary Marketer must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Legendary Marketer, each of its product names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Legendary Marketer. As such, these marks are of great value to Legendary Marketer and are supplied to Affiliates for their use only in an authorized manner. The formation, construction, interpretation, and enforceability of your contract with Legendary Marketer as set forth in this Affiliate Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Florida without regard to conflict of law provisions. An emailed copy of the Agreement shall be treated as an original in all respects.
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Constructive Criticism. Novae desires to provide its Affiliates with the best services and fee schedule possible. Accordingly, Novae values constructive criticism and encourages the submission of written comments addressed to Novae leadership. However, negative and disparaging comments about the Company calculated to dampen the enthusiasm of other Novae Affiliates and disparage Novae represents a material breach of these Policies and Procedures and may be subject to sanctions as deemed appropriate by the Company. Intellectual Property Xxxxxxxxx agrees to use the Trademarks and Copyrights in the form and manner and with appropriate legends as currently used and permitted by the Company. All promotional materials supplied or created by Novae must be used in their original form and cannot be changed, amended or altered except with prior written approval from the Company. The name of Novae, each of its product names and other names that have been adopted by the Company in connection with its business are proprietary trade names, trademarks and service marks of Novae. As such, these marks are of great value to Novae and are supplied to Affiliates for their use only in an authorized manner. Jurisdiction and Governing Law. The formation, construction, interpretation, and enforceability of your contract with Novae as set forth in this Affiliate Agreement and any incorporated documents shall be governed by and interpreted in all respects under the laws of the State of Georiga without regard to conflict of law provisions. Contract Submission. An emailed copy/electric transmission of the Agreement shall be treated as an original in all respects. Dispute Resolution. All disputes and claims relating to Novae, its products and services, the rights and obligations of an Affiliate and the Company, or any other claims or causes of action relating to the performance of either an Affiliate or Novae under the Agreement or the Company terms and conditions shall be settled totally and finally by arbitration in Georgia or such other location as Novae prescribes, in accordance with the Federal Arbitration Act and the Commercial Arbitration Rules of the American Arbitration Association, except that all parties shall be entitled to discovery rights allowed under the Federal Rules of Civil Procedure. This agreement to arbitrate shall survive any termination or expiration of the Agreement. Nothing in the Agreement shall prevent Novae from applying to and obtaining from any court having jurisdiction a writ o...
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Constructive Criticism. Crown desires to provide its Contractors with the best services and Compensation Plan possible. A c c ordingly, Crown values constructive criticism and encourages the submission ofwritten comments addressed to Crown leadership. However, negative and disparagingcomments about Crown calculated to dampen the enthusiasm of other Crown Contractors and disparage Crown represents a material breach of these Policies and Proceduresand may be subject to sanctions as deemed appropriate by Crown. Rev 7 dated 3-1-12 Page 5 From Article at XxxXxxXxXxxx.xxx
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Related to Constructive Criticism

  • Demotion A demotion shall mean the transfer of an employee to a lower level position of less responsibility as well as salary.

  • 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.

  • Disqualifying Offenses If at any time it is determined that a person has been found guilty of a misdemeanor or felony offense as a result of a trial or has entered a plea of guilty or nolo contendere, regardless of whether adjudication was withheld, within the last six (6) years from the date of the court’s determination for the crimes listed below, or their equivalent in any jurisdiction, the Contractor is required to immediately remove that person from any position with access to State of Florida data or directly performing services under the Contract. The disqualifying offenses are as follows: (a) Computer related crimes; (b) Information technology crimes; (c) Fraudulent practices; (d) False pretenses; (e) Frauds; (f) Credit card crimes; (g) Forgery; (h) Counterfeiting; (i) Violations involving checks or drafts; (j) Misuse of medical or personnel records; and (k) Felony theft.

  • Constructive Termination The Executive may terminate the Executive’s employment hereunder during the Change of Control Severance Period upon the occurrence of one or more of the following events (regardless of whether any other reason, other than Cause, for such termination exists or has occurred, including without limitation other employment), in which case the Executive shall be entitled to the benefits provided under Section 4(a) hereof: (i) failure to elect or reelect or otherwise to maintain the Executive in the office or the position, or a substantially equivalent office or position, which the Executive held immediately prior to the Change of Control; (ii) (A) a material adverse change in the nature or scope of the authorities, powers, functions, responsibilities or duties attached to the position that the Executive held immediately prior to the Change of Control; (B) a reduction in the Executive’s base salary from the rates in effect immediately prior to the Change of Control or a material modification in the scope of the Executive’s right to participate in any bonus program offered to similarly-situated employees; or (C) the termination or denial of the Executive’s rights to Benefits at least as great in the aggregate as are payable thereunder immediately prior to the Change of Control or a reduction in the scope or value thereof other than a general reduction applicable to all similarly-situated employees; (iii) a change in circumstances following the Change of Control, including, without limitation, a change in the scope of the business or other activities for which the Executive was responsible immediately prior to the Change of Control, which has rendered the Executive unable to carry out any material portion of the authorities, powers, functions, responsibilities or duties attached to the position held by the Executive immediately prior to the Change of Control, which situation is not remedied within 30 calendar days after written notice of such change given by the Executive; (iv) the liquidation, dissolution, merger, consolidation or reorganization of FTD or transfer of all or substantially all of its business and/or assets, unless the successor or successors (by liquidation, merger, consolidation, reorganization, transfer or otherwise) to which all or substantially all of its business and/or assets have been transferred (directly or by operation of law) shall have assumed all duties and obligations of FTD under this Agreement; or (v) the Executive is required to have his principal location of work changed to any location that is in excess of 50 miles from the Executive’s principal location of work immediately prior to the Change of Control. For purposes of this Agreement:

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Anonymous Material There shall be no anonymous material in the evaluation file except for numerical summaries of student evaluations that are part of a regular evaluation procedure of classroom instruction and/or written comments from students obtained as part of that regular evaluation procedure. If written comments from students in a course are included in the evaluation file, all of the comments obtained in the same course must be included.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • CRIMINAL ACTIVITY If subsequent to the effectiveness of this Agreement, NYSERDA comes to know of any allegation previously unknown to it that the Contractor or any of its principals is under indictment for a felony, or has been, within five (5) years prior to submission of the Contractor’s proposal to NYSERDA, convicted of a felony, under the laws of the United States or Territory of the United States, then NYSERDA may exercise its stop work right under this Agreement. If subsequent to the effectiveness of this Agreement, NYSERDA comes to know of the fact, previously unknown to it, that Contractor or any of its principals is under such indictment or has been so convicted, then NYSERDA may exercise its right to terminate this Agreement. If the Contractor knowingly withheld information about such an indictment or conviction, NYSERDA may declare the Agreement null and void and may seek legal remedies against the Contractor and its principals. The Contractor or its principals may also be subject to penalties for any violation of law which may apply in the particular circumstances. For a Contractor which is an association, partnership, corporation, or other organization, the provisions of this paragraph apply to any such indictment or conviction of the organization itself or any of its officers, partners, or directors or members of any similar governing body, as applicable.

  • 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.

  • 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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