DISCIPLINE RULES Sample Clauses

DISCIPLINE RULES. 1. Substance use and/or possession thereof [drugs, alcohol, or, in the case of minors, tobacco] is cause for immediate dismissal from the program. 2. Persistent irresponsible and disrespectful behavior is cause for dismissal from the program. 3. Destruction of property or violation of State and Federal laws is cause for dismissal from the program. 4. Zero Tolerance on Hazing: defined as any activity that endangers the physical safety of another person, or produces mental or physical discomfort; causes embarrassment, fright, humiliation, or ridicule; or degrades the individual is cause for dismissal from the program and other programs of US Youth Soccer. 5. Failure to comply with any and all camp or team rules (curfew, attendance, dress code, schedules, etc.) may be cause for disciplinary action. Persistent failure will be cause for dismissal from the program for the remainder of the current season of this program and could affect a player's future participation.
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DISCIPLINE RULES. 1. Use of a substance (drugs, alcohol, or, if under 18, tobacco) or possession of a substance, or both use and possession, is cause for immediate dismissal from the MYS Travel Program. 2. Persistent irresponsible and disrespectful behavior, including bullying, is cause for dismissal from the MYS Travel Program. 3. Destruction of property or violation of State, Federal, or other law is cause for dismissal from the MYS Travel Program. 4. Failure to comply with any and all MYS, league, tournament, game, and team rules (including curfews, acceptance of rooming assignments, attendance at all required events such as team meetings, schedules, etc.) may be cause for disciplinary action. Persistent failure may be cause for dismissal from the travel competition in question and possibly from the Program. 5. MYS retains its rights to impose additional penalties for any violation of paragraphs 1-4
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DISCIPLINE RULES. A) SUBSTANCE USE AND/OR POSSESSION THEREOF – DRUGS, ALCOHOL, AND/OR TOBACCO (BY MINORS) IS CAUSE FOR IMMEDIATE DISMISSAL FROM THE CAMP. B) PERSISTANT IRRESPONSIBILITY AND DISRESPECTFUL BEHAVIOR IS CAUSE FOR DISMISSAL FROM THIS CAMP. C) DESTRUCTION OF PROPERTY, THEFT, OR VIOLATION OF STATE AND FEDERAL LAWS IS CAUSE FOR DISMISSAL FROM THE CAMP. D) FAILURE TO COMPLY WITH ANY AND ALL CAMP, OR SPECIFIC ACTIVITY RULES (CURFEW, DRESS CODE, ATTENDANCE, SCHEDULES, ETC), MAY BE CAUSE FOR DISCIPLINARY ACTION. PERSISTANT FAILURE WILL BE CAUSE FOR DISMISSAL FROM THE CAMP AND COULD AFFECT A PLAYERS FUTURE PARTICIPATION.
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DISCIPLINE RULES. Persistent, irresponsible and disrespectful behavior is cause for dismissal from the program for the remainder of the current season.
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DISCIPLINE RULES. 1. Use of a substance (drugs, alcohol, or, if under 18, tobacco) or possession of a substance, or both use and possession, is cause for immediate dismissal from the Program. 2. Persistent irresponsible and disrespectful behavior is cause for dismissal from the Program. 3. Destruction of property or violation of State, Federal, or other law is cause for dismissal from the Program. 4. Failure to comply with any and all camp, game or other ODP event, and team rules (curfew, attendance, dress code, schedules, etc.) may be cause for disciplinary action. Persistent failure will be cause for dismissal from the Program for the remainder of the current season of the Program and could affect a player’s participation.
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DISCIPLINE RULES a. Substance use and/or possession of drugs or alcohol (“banned substances”) is cause for immediate dismissal of the Youth Participant from all Rainbow Alley events and activities.
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DISCIPLINE RULES. A) SUBSTANCE USE AND/OR POSSESSION THEREOF – DRUGS, ALCOHOL, AND/OR TOBACCO (BY MINORS) IS CAUSE FOR IMMEDIATE DISMISSAL FROM THE PROGRAM. B) PERSISTANT IRRESPONSIBILITY AND DISRESPECTFUL BEHAVIOR IS CAUSE FOR DISMISSAL FROM THIS PROGRAM. C) DESTRUCTION OF PROPERTY, THEFT, OR VIOLATION OF STATE AND FEDERAL LAWS IS CAUSE FOR DISMISSAL FROM THE PROGRAM. D) FAILURE TO COMPLY WITH ANY AND ALL CAMP, TEAM, OR SPECIFIC ACTIVITY RULES (CURFEW, DRESS CODE, ATTENDANCE, SCHEDULES, ETC), MAY BE CAUSE FOR DISCIPLINARY ACTION. PERSISTANT FAILURE WILL BE CAUSE FOR DISMISSAL FROM THE PROGRAM FOR THE REMAINDER OF THE CURRENT SEASON OF THIS PROGRAM AND COULD AFFECT A PLAYERS FUTURE PARTICIPATION.
Sample 1
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DISCIPLINE RULES. A. Substance use and/or possession there of [drugs, alcohol, and/or tobacco (by minors)] are cause for immediate dismissal from tournament. B. Persistent irresponsible, inappropriate, and disrespectful behavior is cause for immediate dismissal from tournament. This includes the use of electronics to engage in the viewing of inappropriate and/or explicit videos, websites and pictures. C. Players are not permitted to leave their room for any reason after curfew. Players are not to engage in any activities with any non-team persons without direct permission from their coach. Persistent disregard for curfew and associated rules is cause for dismissal from tournament. D. Cell phones must be turned in to the chaperones at curfew and will be returned at breakfast the next morning. Failure to turn in cell phones can result in immediate dismissal from the tournament. E. Destruction of property or violation of State and Federal laws is cause for dismissal tournament. F. Failure to comply with any and all team rules (curfew, attendance, dress code, schedules, etc.) may be cause for disciplinary action. Persistent failure will be cause for dismissal home and could effect a player’s future participation. G. If a player is dismissed from a tournament for breach of any of the above-described rules, the player will be sent home immediately at the parent’s cost by whatever means is most convenient for the Coach/Manager. Neither the dismissed player nor his/her family is entitled to receive any reimbursement of program or tournament fees.
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Related to DISCIPLINE RULES

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

  • 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.

  • 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.

  • THE RULES 4.1 Schedule 1 to this Agreement which sets out the Rules for the operation of Climate Change Agreements has effect. 4.2 The Sector Association agrees to comply with the Rules.

  • WORK RULES The State may change or adopt work rules during the term of this Agreement but such changed or adopted work rules shall not be inconsistent with the terms and provisions of this Agreement. Whenever such work rules are to be changed or adopted, they shall be posted on bulletin boards in the appropriate organizational units for seven (7) days before they are to become effective. Simultaneously with such posting a copy of same shall be forwarded to MSEA-SEIU. Upon request by MSEA-SEIU the State will meet and consult with MSEA-SEIU on the proposed changed or new rules.

  • Student Discipline 1. The parties recognize that part of the teacher's responsibility is to maintain control and discipline of students. The Board further recognizes its responsibility to give support and assistance to the teacher with respect to the maintenance of control and discipline in the classroom and school in accordance with established Board policies, administrative regulations, building procedures and state statutes; however, the Board shall not be obligated when any disciplinary actions employed by any teacher is contrary to law, Board policy, or administrative regulations. 2. The Board shall set all policies on matters of discipline. A team, minimally consisting of building administrators and teachers, shall develop disciplinary procedures for their respective buildings that are consistent with state statutes, Board policies, and administrative regulations. These disciplinary procedures shall be completed or updated and reviewed by each faculty prior to a date established by the principal. These shall be distributed to students, teachers, and parents no later than October 1 of each year, and it shall be the responsibility of the administration and teachers to enforce these policies, regulations, and procedures. 3. The District and Association shall work together to promote a safe work environment including the right to be free from violent behavior or threatening violent behavior. (2019) When an offense, persistent misbehavior, or the disruptive effect of misbehavior makes the continued presence of a student in the classroom intolerable, the student may be referred by the teacher to the principal or his/her designee for disciplinary action. In such case, an account of the problem or incident will be communicated as soon as feasibly possible, given instructional and safety responsibilities, by the teacher to the principal or his/her designee. The communication should include what previous corrective action, and/or parent communication if any, has been taken by the teacher. The principal or his/her designee shall communicate the disposition of the referral as soon as feasibly possible given administrative and safety responsibilities. In cases when the disruptive effect of the student’s behavior is so extreme as to preclude the instructional process, the teacher shall immediately communicate the need to remove the child temporarily from the classroom until such time as the student, teacher, and principal or other appropriate authority, resolves the situation. (2009)

  • HOUSE RULES RESIDENT shall comply with all house rules as stated on separate addendum, but which are deemed part of this rental agreement, and a violation of any of the house rules is considered a breach of this agreement.

  • School Rules The School rules which apply are set out on the School website and other documents published from time to time. The Parents are requested to read these documents carefully with the Pupil before they accept the offer of a place.

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

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