Determination of Cause and Employee’s Right to Due Process Sample Clauses

Determination of Cause and Employee’s Right to Due Process. “Cause” shall be determined by the Athletic Director. Once such determination is made, the Athletic Director shall have the administrative authority to recommend disciplinary measures up to and including termination. Pending final decision, the Athletic Director may place Lamb on administrative leave, and if expedient in the Athletic Director’s sole judgment, may name a temporary replacement by giving written notice to Lamb detailing the reasons for such recommendation(s) and setting forth a ten (10) day period within which Lamb may grieve any such determination in writing to the supervising Vice President who will make a final determination thereon. If Lamb fails to file a grievance within ten (10) days after receipt of notice, the recommendation(s) will become final and this Agreement shall be terminated for the cause(s) cited in the notice. Lamb’s grievance and due process rights shall thereby be exhausted as other grievance procedures under University policy are superseded by this Agreement In the event this Agreement is terminated for cause, all obligations of the University to make further payments and/or provide any other consideration or benefits hereunder shall cease one month (two pay periods) following the date on which such termination becomes final. In no case shall the University be liable to Lamb for the loss of any collateral business opportunity or any other benefits, perquisites or income resulting from activities such as, but not limited to, campus camps, media appearances, apparel or shoe contracts, consulting relationships, or from any other source. However, the University shall have the right, without recourse, to notify such individuals or entities known to its supervisors, as may have such relationships with Lamb, to advise them of any change in Lamb’s employment relationship with the University.
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Related to Determination of Cause and Employee’s Right to Due Process

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  • Your Rights and Our Responsibilities After We Receive Your Written Notice We must acknowledge your letter within 30 days, unless we have corrected the error by then. Within 90 days, we must either correct the error or explain why we believe the statement was correct. After we receive your letter, we cannot try to collect any amount you question or report you as delinquent. We can continue to bill you for the amount you question, including FINANCE CHARGES, and we can apply any unpaid amount against your credit limit. You do not have to pay any questioned amount while we are investigating, but you are still obligated to pay the parts of your statement that are not in question. If we find that we made a mistake on your statement, you will not have to pay any FINANCE CHARGES related to any questioned amount. If we didn’t make a mistake, you may have to pay FINANCE CHARGES and you will have to make up any missed payments on the questioned amount. In either case, we will send you a statement of the amount you owe and the date that it is due. If you fail to pay the amount that we think you owe, we may report you as delinquent. However, if our explanation does not satisfy you and you write to us within 10 days telling us that you still refuse to pay, we must tell anyone we report you to that you have a question about your statement. And, we must tell you the name of anyone we reported you to. We must tell anyone we report you to that the matter has been settled between us when it finally is. If we don’t follow these rules, we can’t collect the first $50.00 of the questioned amount, even if your statement was correct.

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