Discipline and Misconduct Sample Clauses

Discipline and Misconduct. Misconduct is an action or series of actions that breach your Licence or Assured Shorthold Tenancy Agreement (including these Rules), any laws or any other generally accepted standard of behaviour. Depending on the nature of a resident's misconduct, Village Management, Village Staff and Village Security is entitled to take the disciplinary action detailed in a resident's Licence or Assured Shorthold Tenancy Agreement (including these Rules) and reserves the right to refer any occurrence of misconduct to the University and/or the resident’s respective educational institution and/or the resident’s Guarantor and/or the police if in their absolute discretion they determine that course of action is appropriate. Disciplinary action includes but is not limited to admonition, probation, termination of a resident's Licence or Assured Shorthold Tenancy Agreement and the requirement for the resident to leave the Village. Except in circumstances where Village Management, Village Staff and Village Security do not consider it feasible (at its absolute discretion) for a resident to retain the right to reside in the Village, a warning by email or in writing will describe the unacceptable behaviour, the right of Village Management, Village Staff and Village Security to require the resident to leave the Village and the steps which the resident must take to retain the right to continue to reside in the Village. Should a resident fail to respond in an acceptable manner to an email or written warning and/or continue to behave in a manner that is detrimental to the well-being of the Village community, the resident may then have their Licence or Assured Shorthold Tenancy Agreement terminated and be required to leave their Room/Flat and the Village. In circumstances of serious misconduct (including, without limitation, criminal damage), as determined by Village Management, Village Staff and Village Security at its discretion, Village Management, Village Staff and Village Security is not required to give any prior warning or notice of its intention to terminate a resident's Licence or Assured Shorthold Tenancy Agreement except if to do so would breach a specific term of the Licence or Assured Shorthold Tenancy Agreement or any legislative requirements. A resident required to leave the Village for disciplinary reasons will not ordinarily have the opportunity to return to their Room/Flat except via prior arrangement with Village Management, Village Staff and Village Security and the...
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Discipline and Misconduct. In the event of acts of misconduct, as opposed to unsatisfactory performance, an Administrator may be disciplined up to and including discharge, provided that the Administrator has received notice from the Board or Superintendent stating alleged cause(s). Such notice shall include statements of rights of representation and hearing before the Board of Education, assuring compliance with rights of due process.
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Discipline and Misconduct. Depending on the Tenant’s misconduct, it may result in a meeting with management to discuss the Lease Agreement. Disciplinary action includes but is not limited to admonition, probation, termination of a Tenant’s Lease Agreement and the requirement for the Tenant to leave the accommodation. Terms and conditions of such disciplinary action will be communicated to Tenant(s) by the Landlord.
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Discipline and Misconduct. ‌ (a) Without limitation, the Resident will be guilty of misconduct if they have: (i) repeatedly breached a term of this Agreement; (ii) breached any of their responsibilities under clause 4, clause 8 or clause 9; or (iii) broken any law at the Residence or during the Term. (b) Without limiting clause 15, in the event of misconduct, the University may carry out disciplinary action including:‌ (i) issuing a warning notice notifying the Resident of the misconduct and the steps required by the Resident to ensure their continued occupation of the Room; (ii) imposing additional conditions on the Resident’s continued occupation of the Room; or (iii) notifying relevant authorities, including the police; and (iv) in the event of misconduct that cannot be rectified, or is illegal, or which, in the University’s opinion, has caused serious distress to other residents or staff, immediately terminating this Agreement and the provisions of clause 15 will apply. (c) If the Resident fails to comply with any warning notice or additional conditions referred to in clause 16(b) then the University may elect to immediately terminate this Agreement and the provisions of clause 15 will apply.
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Related to Discipline and Misconduct

  • 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.

  • Misconduct Notwithstanding anything to the contrary in this Agreement, the Options shall terminate in their entirety, regardless of whether the Options are vested, immediately upon Optionee’s discharge of employment or other service relationship for Cause or upon Optionee’s commission of any of the following acts during any period following the cessation of Optionee’s employment or other service relationship during which the Options otherwise would be exercisable: (i) fraud on or misappropriation of any funds or property of the Corporation, or (ii) breach by Optionee of any provision of any employment, non-disclosure, non-competition, non-solicitation, assignment of inventions, or other similar agreement executed by Optionee for the benefit of the Company, as determined by the Administrator, which determination will be conclusive.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Gross Misconduct If the Participant’s employment with the Company or an Eligible Subsidiary is terminated for Gross Misconduct as determined by the Administrator, the Administrator in its sole discretion may provide that all, or any portion specified by the Administrator, of the Participant’s unvested RSUs shall automatically terminate as of the time of termination without consideration. The Participant acknowledges and agrees that the Participant’s termination of employment shall also be deemed to be a termination of employment by reason of the Participant’s Gross Misconduct if, after the Participant’s employment has terminated, facts and circumstances are discovered or confirmed by the Company that would have justified a termination for Gross Misconduct.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Negligence We will only be liable for the proportion to which the loss or damage to the Goods is caused by or contributed to by Our negligence (including the negligence of any Subcontractor, but excluding the negligence of any Third Party Provider), and in any event that liability will be limited to $100 per item or package, or $1,000 in respect of all Goods moved or stored under this agreement (whichever is the lesser).

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

  • Insubordination Bringing intoxicants or illegal drugs into or consuming intoxicants or illegal drugs on any school property or reporting to work under the influence of intoxicants or illegal drugs of any kind in any degree whatsoever;

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