Disciplinary Action for Cause Clause Samples

Disciplinary Action for Cause. Disciplinary action may be imposed upon a regular employee for cause. The Employer shall make its decision regarding discipline as quickly as possible considering all circumstances. The Employer agrees to administer progressive discipline. Notwithstanding this general endorsement, however, the Employer reserves the right to impose an appropriate level of discipline, for which there is cause. It is understood that some situations may require immediate disciplinary action, up to and including dismissal. Disciplinary action includes conditional employment periods, dismissals, involuntary demotions, suspensions without pay, unacceptable conduct notices and written reprimands. The Employer agrees to treat employees professionally; with respect and dignity. Employees shall be afforded the right of privacy when being counseled with corrective action and/or when being disciplined. Notice of discipline issued by Employer shall not state, explicitly or implicitly, that the disciplined employee is without a right to appeal the discipline when such discipline is subject to the grievance process contained within this agreement.

Disciplinary Action for Cause. The University may discipline any Athletic Staff Member who engages in misconduct or who fails to meet the expected performance standards, as determined by the University. Misconduct, for the purposes of this provision, shall include without limitation engaging in any of the following acts: (a) Violation or breach of any applicable federal, state or municipal laws, University policies or practices, Department policies or practices, or governing athletic rules; (b) Violation of any felony or misdemeanor criminal statute resulting in a conviction that relates to, impacts or impairs the Athletic Staff Member to perform duties on behalf of the University; (c) Violation or breach of any terms of the Athletic Staff Member agreement, if any, with the University; (d) Engaging in any unethical or immoral conduct, regardless of where that conduct occurs, that relates to, impacts or impairs the Athletic Staff Member perform duties on behalf of the University; (e) Engaging in any conduct, regardless of where that conduct occurs, that impugns, ▇▇▇▇▇ or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that ▇▇▇▇▇, hinders or impairs, or failing to take appropriate steps to safeguard, the physical and/or mental well-being of student-athletes; (g) Failing to abide by University of Nebraska Board of Regent Policy regarding Consensual Relationships (RP-3.3.15) by engaging in any relationship of a sexual, intimate, romantic, dating, or amorous nature, regardless of its length, with a student- athlete or an employee for whom the Athletic Staff Member has supervisory or evaluative authority unless otherwise permitted by the policy; (h) Failing to abide by University of Nebraska Board of Regent Policy regarding Sexual Misconduct (RP-2.1.8).

Disciplinary Action for Cause. A permanent classified employee shall be subject to disciplinary action for cause. The term “cause” includes, but is not limited to, the following: 22.3.1 Incompetency or inefficiency in the performance of the duties of the position held. 22.3.2 Insubordination, including, but not limited to, refusal to do assigned work, or insolence or disrespect toward authority. 22.3.3 Carelessness or negligence in the performance of duties or in the care or use of District property.

Disciplinary Action for Cause. A permanent classified employee shall be subject to disciplinary action for cause as defined in Administrative Regulation 4218 and enumerated in law. (Education Code Section 454101 (h).)

Disciplinary Action for Cause. The University may discipline any athletic staff member who engages in misconduct or who fails to meet the expected performance standards, as determined by the University. Misconduct, for the purposes of this provision, shall include without limitation engaging in any of the following acts: (a) Violation or breach of any applicable federal, state or municipal laws, University policies or practices, Department policies or practices, or governing athletic rules; (b) Violation of any felony or misdemeanor criminal statute resulting in a conviction that to perform duties on (c) if any, with the University; (d) Engaging in any unethical or immoral conduct, regardless of where that conduct occurs, that relates to, im duties on behalf of the University; (e) Engaging in any conduct, regardless of where that conduct occurs, that impugns, ▇▇▇▇▇ or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that ▇▇▇▇▇, hinders or impairs, or failing to take appropriate steps to safeguard, the physical and/or mental well-being of student-athletes; (g) Failing to adhere to or follow any lawful directive issued to the athletic staff member b Regents, or any other act that could be deemed insubordinate; (h) Failing to respond accurately, fully or timely to any reasonable inquiry received from the University, the NCAA, the Conference, any other governing body, or any governmental agency regarding any matters that pertain to or arise out of the athletic academic institution; (i) Fraud or dishonesty in carrying out any duties on behalf of the University, including without limitation submitting false, fabricated, misleading or altered statements, representations, reports, records or other documents to the University, the NCAA, the Conference, other governing bodies, or governmental agencies (such as any documents relating to the recruitment of student-athletes or any documents required to be maintained by law, University policy or practice, or governing athletic rules); (j) The misappropriation, misuse, damage or destruction of University property; (k) Appearing to be under the influence of alcohol, drugs or other intoxicants while performing duties on behalf of the University, regardless of location; (l) The sale, use or possession of any narcotics, controlled substances, drugs, steroids or other chemicals in violation of any state or federal laws, or any governing athletic rules, including without limitation the sale, use or possession of any ...

Disciplinary Action for Cause. A permanent classified employee will be subject to disciplinary action for cause. The term “cause” includes but is not limited to the following: 1. Incompetency or inefficiency in performance of the duties of the position held. 2. Insubordination, including but not limited to refusal to do assigned work or insolence or disrespect toward authority. 3. Carelessness or negligence in performance of duties or in the care or use of district property. 4. Dishonesty, including intentional falsification or omission of any information supplied, or required to be supplied, to the District, including but not limited to information supplied on application forms, employment records, or any other district records. 5. Abandonment of position, defined as being absent from work without providing notice to an immediate supervisor for a leave of three (3) days or longer. In the event the employee is unable to contact their immediate supervisor, notice may be provided to the District's Human Resources Department. 6. Inability to meet requirements of the job, including but not limited to physical or legal inability to perform the duties assigned (such as the revocation, loss of, or inability to prove possession of a current license, permit, and/or work authorization). 7. Excessive absences and/or repeated tardiness without authority or sufficient reason. “Excessive absences” includes but is not limited to: (1) a pattern of absences, such as on Mondays, Fridays, or the days immediately preceding or following a holiday or vacation period; or (2) exhaustion of all current year allotment of sick leave prior to the end of the school year, excluding absences for industrial accident, bereavement, pregnancy disability leave, or any physician determined long-term illness as defined in Article 7. 8. Abuse or violation of leave provisions set forth in this Agreement or the Education Code. 9. Violation or refusal to obey state laws or reasonable regulations prescribed for government of public schools by the State Board of Education or by the District's governing board. 10. Willful or persistent violation of the Education Code or the rules, regulations, policies, or directives of the governing board. 11. Violation of Government Code Section 3100 et seq. (“Oath of Allegiance for Public Employees”). 12. Immoral conduct. 13. Evident unfitness for service. 14. Physical or mental condition rendering the employee unfit for service. 15. Use or possession of alcoholic beverages, narcotics, or other...

Disciplinary Action for Cause. Disciplinary action may be imposed upon a regular employee for cause. The Employer shall make its decision regarding discipline as quickly as possible considering all circumstances. The Employer agrees to the concept of progressive discipline. Notwithstanding this general endorsement, however, the Employer reserves the right to impose an appropriate level of discipline, for which there is cause. It is understood that some situations of a severe nature may require immediate disciplinary action, up to and including dismissal. Disciplinary action includes conditional employment periods, dismissals, involuntary demotions, suspensions without pay, unacceptable conduct notices and written reprimands. The Employer agrees to treat employees professionally; with respect and dignity. Employees shall be afforded the right of privacy when being counseled with corrective action and/or when being disciplined.