Disciplinary Action for Cause Sample Clauses

Disciplinary Action for Cause. A permanent classified employee may be subject to disciplinary action for any of the following causes, for which the Agency shall have the burden of proof by a preponderance of the evidence: 13.4.2.1 Unauthorized absence, repeated absence and/or tardiness without authority or sufficient reason. 13.4.2.2 Abandonment of position, including failure to return to duty upon expiration of any authorized leave of absence, or failure to report to duty for three (3) or more consecutive working days without prior notification and authorization of such absence. 13.4.2.3 Conviction or plea of no contest to a felony, a drug offense, a sex offense, or any criminal act of moral turpitude. 13.4.2.4 Incompetence or inefficiency in the performance of the duties of the position held.
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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.
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Disciplinary Action for Cause. The University may discipline any Athletic Staff Member who engages in misconduct or who fails to meet the University’s 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’s ability to perform duties on behalf of the University; (c) Violation or breach of any terms of the Athletic Staff Member’s employment 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’s ability to perform duties on behalf of the University; (e) Engaging in any conduct, regardless of where that conduct occurs, that impugns, xxxxx, or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that harms, 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.
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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.
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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, xxxxx or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that xxxxx, 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 ...
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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...
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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.
Sample 1
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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).)
Sample 1

Related to Disciplinary Action for Cause

  • Termination for Cause; Resignation If Executive’s employment terminates due to a Termination for Cause (as defined below) or a Resignation (as defined below), Base Salary earned but unpaid as of the date of such termination will be paid to Executive in a lump sum and the Company will have no further obligations to Executive hereunder. In the event any termination of Executive’s employment for any reason, Executive if so requested by the Company agrees to assist in the orderly transfer of authority and responsibility to Executive’s successor.

  • Termination Without Cause; Resignation for Good Reason If during the term of this Agreement, either (A) the Executive's employment with the Company and/or any of its parent, subsidiaries or affiliates is terminated for any reason other than death, disability (as defined in Section 5(e) hereof) or for Cause (as such term is defined in Section 5(a)(ii) hereof), or (B) the Executive resigns for Good Reason (as such term is defined in Section 5(a)(iii) hereof) from employment with the Company and/or any of its parent, subsidiaries or affiliates, the Executive shall be entitled (C)(x) to receive his then current Base Salary for a period of twelve (12) months from the termination or resignation date, payable at such times as such Base Salary would be payable as if no such termination or resignation had occurred, (C)(y) (1) to continue participation in the plans and arrangements described in clauses (b) and (f) of Section 4 hereof (to the extent permissible by law and the terms of such plans and arrangements) for a period of twelve (12) months after such termination or resignation (the "Continuation Period"), or (C)(y)(2) to the extent at any time following termination of this Agreement and during the Continuation Period that the plans and arrangements described in clauses (b) and (f) of Section 4 hereof are discontinued or terminated and no comparable plans in which the Executive is permitted to continue participation are established in their place, then to receive a gross bonus payment in an amount which after payment therefrom of all applicable federal and state income and employment taxes, will equal the cost to the Company at the time of the termination, resignation or discontinuation of any such plans, attributable to the Executive's participation in the plans and arrangements described in clauses (b) and (f) of Section 4 hereof for the Continuation Period less any portion thereof in which the Executive has continued his participation in such plans and arrangements described in clauses (b) and (f) of Section 4 hereof in accordance with subsection 5(b)(C)(y)(1) above; which payment shall be due following termination or resignation of the Executive's employment immediately upon the date of termination, resignation or discontinuation of any such plan, and (C)(z) to have all stock options which have been granted to the Executive to immediately become fully exercisable and to remain exercisable for a period of three (3) months after the employment termination date in accordance with the terms of the Plans and the relevant stock option agreement, provided, however, that if the provisions of Section 5(c) are applicable to such termination or resignation of employment, the Executive's rights shall be governed by Section 5(c).

  • Termination for Just Cause In the event that the EMPLOYERS terminate the employment of the EMPLOYEE during the TERM because of the EMPLOYEE'S personal dishonesty, incompetence, willful misconduct, breach of fiduciary duty involving personal profit, intentional failure or refusal to perform the duties and responsibilities assigned in this AGREEMENT, willful violation of any law, rule, regulation or final cease-and-desist order (other than traffic violations or similar offenses), conviction of a felony or for fraud or embezzlement, or material breach of any provision of this AGREEMENT (hereinafter collectively referred to as "JUST CAUSE"), the EMPLOYEE shall not receive, and shall have no right to receive, any compensation or other benefits for any period after such termination.

  • Termination for Cause If Vendor fails to materially perform pursuant to the terms of this Agreement, TIPS shall provide written notice to Vendor specifying the default. If Vendor does not cure such default within thirty (30) days, TIPS may terminate this Agreement, in whole or in part, for cause. If TIPS terminates this Agreement for cause, and it is later determined that the termination for cause was wrongful, the termination shall automatically be converted to and treated as a termination for convenience.

  • Voluntary Resignation; Termination for Cause If Executive’s employment with the Company terminates (i) voluntarily by Executive (other than for Good Reason) or (ii) for Cause by the Company, then Executive will not be entitled to receive severance or other benefits except for those (if any) as may then be established under the Company’s then existing severance and benefits plans and practices or pursuant to other written agreements with the Company.

  • Termination for Cause; Resignation Without Good Reason If the Company terminates Executive’s employment with the Company for Cause, or Executive resigns without Good Reason, then Executive will not be entitled to any further compensation from the Company (other than accrued salary, and accrued and unused vacation, through Executive’s last day of employment), including severance pay, pay in lieu of notice or any other such compensation.

  • Termination Without Cause or Resignation for Good Reason If the Executive’s employment with the Company is terminated by the Company (other than for Cause, Disability or death) or the Executive resigns for Good Reason during the Term, then the Executive shall be entitled to the following benefits, subject to compliance, where applicable, with the requirements in Section 4.4 below regarding release of claims, the Company shall: (a) pay to the Executive in a lump sum (i) any unpaid base salary of the Executive, (ii) any accrued but unused and unpaid vacation pay of the Executive, (iii) any earned and unpaid bonuses of the Executive, and (iv) the amount of any unpaid compensation previously deferred by the Executive (together with any accrued interest or earnings thereon) (provided that this clause (iv) shall not cause accelerated payment of amounts subject to Section 409A (as defined below) if not provided for under the terms by which such amounts were or are deferred), in each case of clauses (i) through (iv) through the Date of Termination (collectively, the “Accrued Obligations”); (b) continue to provide to the Executive in accordance with the Company’s ordinary payroll practices, the Executive’s base salary for a period of time after the Date of Termination equal to 12 months (the “Severance Period”), with payments beginning as provided in 4.4 below; (c) if and while the Executive and his or her family qualifies for and elects to participate in continuation health coverage under Section 4980B of the Code (“COBRA”), the Company will continue to pay the share of the premium for such coverage that it pays for active and similarly-situated employees who receive the same type of coverage until the earlier of (i) the end of the Severance Period or (ii) the date the Executive’s COBRA continuation coverage expires, unless the Company’s providing payments for COBRA will violate the nondiscrimination requirements of applicable law, in which case this benefit will not apply; and (d) to the extent not previously paid or provided, the Company shall timely pay or provide to the Executive any other amounts or benefits required to be paid or provided or which the Executive is eligible to receive following the Executive’s termination of employment under any plan, program, policy, practice, contract or agreement of the Company (collectively, the “Other Benefits”).

  • Termination Without Cause; Termination for Good Reason Subject to Section 6(b) below, upon termination of the Employee’s employment with the Company by the Company without Cause (as defined in Section 5(f) below) or by the Employee for Good Reason (as defined in Section 5(f) below), other than as a result of death or Disability, the Company shall pay to or provide the Employee the following: (1) any unpaid base salary the Employee has earned through the date of termination, (2) any unpaid annual bonus that the Employee has earned with respect to a year ending prior to such termination, (3) 12 months of the Employee’s then current base salary paid on the Company’s normal payroll dates, (4) the pro-rated portion (based on the number of days in the year completed through the date of termination) of the Employee’s target bonus for the year of termination (paid on the normal date for the payment of the bonus), such amount to be paid only if the Employee has met his pro-rated objective performance targets through the date of termination, (5) an amount equal to the Employee’s target bonus for the year of termination, (6) the costs of COBRA continuation coverage for the Employee and his dependents from the date the Employee’s employment terminates through the earlier of (A) the first anniversary of such termination and (B) the date on which the Employee becomes entitled to health coverage of a similar type from another employer, plus/less (7) any positive/negative accrued vacation days. In addition to the foregoing, upon a termination of the Employee’s employment described in this Section 5(b), any stock options, stock appreciation rights, performance shares, restricted stock, share rights and all other similar types of equity incentives held by the Employee immediately prior to the termination of the Employee’s employment that, but for the termination of the Employee’s employment, would have become vested and, if applicable, exercisable by the first anniversary of the date of his termination of employment, will become immediately vested and, if applicable, exercisable. No amount shall be payable and no benefits shall be provided pursuant to this Section 5(b) until the Employee has executed a release and waiver agreement (substantially in the form attached hereto as Schedule C) releasing and waiving any claims against the Company and in which the Company releases and waives claims against the Employee and if the Employee is serving as a Director of the Company a valid and effective resignation from the Board unless the Employee beneficially owns, directly or indirectly, 5% or more of the Company’s Common Stock.

  • Termination for Cause; Voluntary Termination (a) The Company may terminate the Executive’s employment hereunder at any time for Cause upon written notice to the Executive. The Executive may voluntarily terminate his employment hereunder at any time without Good Reason upon sixty (60) days prior written notice to the Company; provided, however, the Company reserves the right, upon written notice to the Executive, to accept the Executive’s notice of resignation and to accelerate such notice and make the Executive’s resignation effective immediately, or on such other date prior to Executive’s intended last day of work as the Company deems appropriate. It is understood and agreed that the Company’s election to accelerate Executive’s notice of resignation shall not be deemed a termination by the Company without Cause for purposes of Section 4.1 of this Agreement or otherwise or constitute Good Reason (as defined in Section 4.1) for purposes of Section 4.1 of this Agreement or otherwise. (b) If the Executive’s employment is terminated pursuant to Section 4.2(a), the Executive shall, in full discharge of all of the Company’s obligations to the Executive, be entitled to receive, and the Company’s sole obligation under this Agreement or otherwise shall be to pay or provide to the Executive, the following (collectively, the “Accrued Obligations”): (i) the Executive’s earned, but unpaid, Base Salary through the final date of the Executive’s employment by the Company (the “Termination Date”), payable in accordance with the Company’s standard payroll practices; (ii) the Executive’s accrued, but unused, vacation (in accordance with the Company’s policies); (iii) expenses reimbursable under Section 3.2 above incurred on or prior to the Termination Date but not yet reimbursed; and (iv) any amounts or benefits that are vested amounts or vested benefits or that the Executive is otherwise entitled to receive under any plan, program, policy or practice (with the exception of those, if any, relating to severance) on the Termination Date, in accordance with such plan, program, policy, or practice.

  • Termination for Good Reason or Without Cause If the Executive's employment hereunder is terminated by the Employer other than for cause (and other than a termination due to disability or death) or by the Executive for good reason, the Employer shall pay or provide to or on behalf of the Executive the following: (i) the Executive's Salary for the remainder, if any, of the calendar month in which such termination is effective and (A) in the case of such an employment termination on or before the second (2nd) anniversary of the Effective Date, twenty-four (24) consecutive calendar months, or (B) in the case of such an employment termination after the second (2nd) anniversary of the Effective Date, eighteen (18) consecutive calendar months thereafter, but in no event shall the period described in clause (A) or (B) above extend beyond the Executive's death (the "severance period"); provided however, that if the Executive obtains other employment prior to the end of the severance period, he must promptly give notice thereof to the Employer, and continued Salary payments under this Agreement for any period after the Executive obtains other employment will be reduced by the amount of the cash compensation received and to be received by the Executive from the Executive's other employment for services performed during such period. (ii) the portion of the Executive's Annual Incentive Compensation under Section 3.2(a) that otherwise would have been payable based on the then current actual performance, as reasonably determined by the Board of Directors or a duly authorized committee thereof, multiplied by a fraction, (A) the numerator of which is the number of days from January 1st of the calendar year in which such termination occurs until the date of the Executive's employment termination, and (B) the denominator of which is 365. (iii) subject to the Executive's continued co-payment of premiums, continued participation during the severance period in all medical plans that cover the Executive (and his eligible dependents) upon the same terms and conditions (except for the requirement of the Executive's continued employment) in effect for active employees of the Employer during the severance period. If the Executive obtains other employment that offers substantially similar or improved benefits, as to any particular medical plan, continuation of coverage by the Employer under this Section 6.5(a)(iii) shall immediately cease. The continuation of health benefits under this subsection shall reduce and count against the Executive's rights under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended. Notwithstanding any other provision in this Agreement or the terms of any severance plan or policy maintained by the Employer or its Affiliates to the contrary, if the Employer makes payments and provides benefits under Section 6.5(a), the Executive shall not be entitled to receive any other payments or benefits under any other severance or similar plan maintained by the Employer or its Affiliates.

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