Common use of Definition of Just Cause Clause in Contracts

Definition of Just Cause. As used in this Agreement, the term “just cause” will mean any one or more of the following events: (a) theft, fraud, dishonesty, misappropriation, or willful misconduct by Employee involving the property, business or affairs of the Company or the discharge of Employee’s responsibilities or the exercise of his or her authority; (b) the willful failure by Employee to properly discharge his or her responsibilities or to adhere to the policies of the Company after notice by the Company of the failure to do so and an opportunity for Employee to correct the failure within thirty (30) days from the receipt of such notice; (c) Employee’s gross negligence in the discharge of his or her responsibilities or involving the property, business or affairs of the Company to the material detriment of the Company; (d) Employee’s conviction of a criminal or other statutory offence that constitutes a felony or which has a potential sentence of imprisonment greater than six (6) months or Employee’s conviction of a criminal or other statutory offence involving, in the sole discretion of the Board of Directors, moral turpitude; (e) Employee’s breach of a fiduciary duty owed to the Company; (f) any breach by Employee of the covenants contained in Articles V or VI below; (g) Employee’s refusal to follow the lawful written direction of the President and Chief Executive Officer of the Company; (h) any conduct of Employee which, in the opinion of the Board of Directors, is materially detrimental or embarrassing to the Company; or (i) any other conduct by Employee that would constitute “just cause” as that term is defined at law. If the parties disagree as to whether the Company had just cause to terminate the Executive’s employment, the dispute will be submitted to binding arbitration pursuant to Section 7.9 below.

Definition of Just Cause. As used in this Agreement, the term “just cause” will mean any one or more of the following events: (a) theft, fraud, dishonesty, misappropriation, or willful misconduct misappropriation by Employee involving the property, business or affairs of the Company or the discharge of Employee’s responsibilities or the exercise of his or her authority; (b) willful misconduct or the willful failure by Employee to properly discharge his or her responsibilities or to adhere to the policies of the Company after notice by the Company of the failure to do so and an opportunity for Employee to correct the failure within thirty (30) days from the receipt of such noticeCompany; (c) Employee’s gross negligence in the discharge of his or her responsibilities or involving the property, business or affairs of the Company to the material detriment of the Company; (d) Employee’s conviction of a criminal or other statutory offence that constitutes a felony or which has a potential sentence of imprisonment greater than six (6) months or Employee’s conviction of a criminal or other statutory offence involving, in the sole discretion of the Board of DirectorsDirectors of EFI, moral turpitude; (e) Employee’s material breach of a fiduciary duty owed to the Company; (f) any material breach by Employee of the covenants contained in Articles V 5 or VI 6 below; (g) Employee’s unreasonable refusal to follow the lawful written direction of the President and Chief Executive Officer of the CompanyCompany on any material matter; (h) any conduct of Employee which, in the reasonable opinion of the President and Chief Executive Officer of the Company or Board of DirectorsDirectors of EFI, is materially detrimental or embarrassing to the Company; or (i) any other conduct by Employee that would constitute “just cause” as that term is defined at law. The Company must provide written notice to Employee prior to termination for just cause pursuant to Section 3.4 (c), (f), (g), (h), or (i) and provide Employee the opportunity to correct and cure the failure within thirty (30) days from the receipt of such notice. If the parties disagree as to whether the Company had just cause to terminate the ExecutiveEmployee’s employment, the dispute will be submitted to binding arbitration pursuant to Section 7.9 7.10 below.

Definition of Just Cause. As used in this Agreement, the term “just cause” will mean any one or more of the following events: (a) a. theft, fraud, dishonesty, misappropriation, or willful misconduct misappropriation by Employee involving the property, business or affairs of the Company or the discharge of Employee’s responsibilities or the exercise of his or her authority; (b) b. willful misconduct or the willful failure by Employee to properly discharge his or her responsibilities or to adhere to the policies of the Company after notice by the Company of the failure to do so and an opportunity for Employee to correct the failure within thirty (30) days from the receipt of such notice;Company (c) c. Employee’s gross negligence in the discharge of his or her responsibilities or involving the property, business or affairs of the Company to the material detriment of the Company; (d) d. Employee’s conviction of a criminal or other statutory offence that constitutes a felony or which has a potential sentence of imprisonment greater than six (6) months or Employee’s conviction of a criminal or other statutory offence involving, in the sole discretion of the Board of DirectorsDirectors of EFI, moral turpitude; (e) e. Employee’s material breach of a fiduciary duty owed to the Company; (f) f. any material breach by Employee of the covenants contained in Articles V 5 or VI 6 below; (g) g. Employee’s unreasonable refusal to follow the lawful written direction of the President and Chief Executive Officer Board of the CompanyDirectors of EFI on any material matter; (h) h. any conduct of Employee which, in the reasonable opinion of the Board of DirectorsDirectors of EFI, is materially detrimental or embarrassing to the Company; or (i) i. any other conduct by Employee that would constitute “just cause” as that term is defined at law. The Company must provide written notice to Employee prior to termination for just cause pursuant to Section 3.4 (c), (f), (g), (h), or (i) and provide Employee the opportunity to correct and cure the failure within thirty (30) days from the receipt of such notice. If the parties disagree as to whether the Company had just cause to terminate the ExecutiveEmployee’s employment, the dispute will be submitted to binding arbitration pursuant to Section 7.9 7.10 below.

Definition of Just Cause. As used in this Agreement, the term “"just cause” " will mean any one or more of the following events: (a) theft, fraud, dishonesty, misappropriation, or willful misconduct misappropriation by Employee involving the property, business or affairs of the Company or the discharge of Employee’s 's responsibilities or the exercise of his or her authority; (b) willful misconduct or the willful failure by Employee to properly discharge his or her responsibilities or to adhere to the policies of the Company after notice by the Company of the failure to do so and an opportunity for Employee to correct the failure within thirty (30) days from the receipt of such noticeCompany; (c) Employee’s 's gross negligence in the discharge of his or her responsibilities or involving the property, business or affairs of the Company to the material detriment of the Company; (d) Employee’s 's conviction of a criminal or other statutory offence that constitutes a felony or which has a potential sentence of imprisonment greater than six (6) months or Employee’s 's conviction of a criminal or other statutory offence involving, in the sole discretion of the Board of DirectorsDirectors of EFI, moral turpitude; (e) Employee’s 's material breach of a fiduciary duty owed to the Company; (f) any material breach by Employee of the covenants contained in Articles V 5 or VI 6 below; (g) Employee’s 's unreasonable refusal to follow the lawful written direction of the President and Chief Executive Officer of the CompanyCompany on any material matter; (h) any conduct of Employee which, in the reasonable opinion of the President and Chief Executive Officer of the Company or Board of DirectorsDirectors of EFI, is materially detrimental or embarrassing to the Company; or (i) any other conduct by Employee that would constitute “"just cause” " as that term is defined at law. The Company must provide written notice to Employee prior to termination for just cause pursuant to Section 3.4 (c), (f), (g), (h), or (i) and provide Employee the opportunity to correct and cure the failure within thirty (30) days from the receipt of such notice. If the parties disagree as to whether the Company had just cause to terminate the Executive’s Employee's employment, the dispute will be submitted to binding arbitration pursuant to Section 7.9 7.10 below.

Definition of Just Cause. As used in this Agreement, the term “just cause” will mean any one or more of the following events: (a) a. theft, fraud, dishonesty, misappropriation, or willful misconduct misappropriation by Employee involving the property, business or affairs of the Company or the discharge of Employee’s responsibilities or the exercise of his or her authority; (b) b. willful misconduct or the willful failure by Employee to properly discharge his or her responsibilities or to adhere to the policies of the Company after notice by the Company of the failure to do so and an opportunity for Employee to correct the failure within thirty (30) days from the receipt of such notice;Company (c) c. Employee’s gross negligence in the discharge of his or her responsibilities or involving the property, business or affairs of the Company to the material detriment of the Company; (d) d. Employee’s conviction of a criminal or other statutory offence that constitutes a felony or which has a potential sentence of imprisonment greater than six (6) months or Employee’s conviction of a criminal or other statutory offence involving, in the sole discretion of the Board of DirectorsDirectors of EFI, moral turpitude; (e) e. Employee’s material breach of a fiduciary duty owed to the Company; (f) f. any material breach by Employee of the covenants contained in Articles V 5 or VI 6 below; (g) g. Employee’s unreasonable refusal to follow the lawful written direction of the President and Chief Executive Officer Board of the CompanyDirectors of EFI on any material matter; (h) h. any conduct of Employee which, in the reasonable opinion of the Board of DirectorsDirectors of EFI, is materially detrimental or embarrassing to the Company; or (i) i. any other conduct by Employee that would constitute “just cause” as that term is defined at law. The Company must provide written notice to Employee prior to termination for just cause pursuant to Section 3.4 (c), (f), (g), (h), or (i) and provide Employee the opportunity to correct and cure the failure within thirty (30) days from the receipt of such notice. If the parties disagree as to whether the Company had just cause to terminate the ExecutiveEmployee’s employment, the dispute will be submitted to binding arbitration pursuant to Section 7.9 below.