Dismissal from Program Sample Clauses

Dismissal from Program. I understand that dismissal from a program because of failure to meet the good standing requirement may result in the loss of all monies paid for participation in my chosen program. Further, I understand that while at the host institution I must comply with all the regulations, customs, and attitudes that govern that institution and my host country. If my behavior is considered unacceptable to UMF and/or the host institution and/or country, I may be required to withdraw from the program. In that situation, neither the University of Maine at Farmington nor the host institution/program sponsor is under any obligation to refund any portion of my program expenses or other personal expenses.
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Dismissal from Program. For the safety and general welfare of all Program participants and staff, the Program reserves the right, at its own discretion, to temporarily or permanently dismiss a child whose conduct or influence is determined to be detrimental to the wellbeing of the other children and/or best interest of the Program. 1 Initials
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Dismissal from Program. All Running Start students may be dismissed from the program as a result of any of the following:
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Dismissal from Program. Community Education 191 may require a parent to remove their child from the program if: • The parent refuses to follow the Community Education 191 policies described in the handbook and contract for services which is signed by parents when registering. • The child is unable to adapt to the Community Education 191 Discipline Policy. • Failure to make payments for childcare services. • Five or more behavior reports.
Sample 1
Dismissal from Program. We understand that ATAD reserves the right to dismiss our son or daughter from the program at any time for behavior detrimental to the program. ATAD will provide us with a report, and the judgment of ATAD in all matters will be final. Actions that may constitute dismissal from program include, but are not limited to, those listed under “Student’s Acceptance of Responsibly.” Dismissal from the program will include: Invalidation of the student's visa Withdrawal of all ATAD support services Return home may be at the student's own expense We agree to pay any additional costs incurred by ATAD because of dismissal of our son or daughter from the program. We agree that ATAD is absolved of all obligations, legal or otherwise, to the student or his/her parents or guardians if the student is dismissed from the program.
Sample 1
Dismissal from Program. The following circumstances may result in your child’s dismissal from the program and NO refunds will be given. • Dismissal after discipline process. • Failure to comply with payment agreement. • Failure to sign child in/out of the program or writing the incorrect time. • Failure to observe program operational hours; dropping off child prior to scheduled program start time or failure to pick up child by 6:00 pm. • Any behavior that causes harm or injury to a child or staff member. • Any behavior that does not adjust to the behavioral guidelines of the CVS District Code of Conduct. • Ongoing disruption to the program by child or parent. • Other reasons as determined by the Program Director. • If you have more than 3 late pickups, your account will be charged $5.00 per minute, and your child(ren) will be dismissed from the SACC program. Meals, snacks, and beverages are NOT provided. Due to food sensitivities and allergies, children are not allowed to share snacks with other children who are not in the same family. Snacks - Some sites offer a SACC snack cart with items available for purchase. Deposits are made through PaySchools Events, NO cash is allowed per district policy. Please check with your school to see if this is offered. Lunch - NO FOOD SERVICE AVAILABLE ON HALF DAYS. Please refrain from sending in food containing peanuts/tree nuts, as this poses a health risk to children with allergies. Per State of Michigan licensing guidelines, we cannot heat/cook food. Please do not send glass containers. All lunches, containers and water bottles should be clearly labeled with your child’s name.
Sample 1
Dismissal from Program. We understand that ATAD reserves the right to dismiss our son or daughter from the program at any time for behavior detrimental to the program. ATAD will provide us with a full report, and the judgement of ATAD in all matters will be final. Actions which may constitute dismissal from program include, but are not limited to, those described in this document. Impact of dismissal from the program: All ATAD support services will be withdrawn. Return home may be at the student's own expense. Student visa may be invalidated. We agree that if our son or daughter should be absent from the Host Family, school or other designated places without prior approval of the Host Family and ATAD, the ATAD Overseas Liaison in the host country may dismiss the student from the program. We agree that ATAD is absolved of all obligations, legal or otherwise, to the student or his/her parents or guardians if the student is dismissed from the program.
Sample 1
Dismissal from Program. The PCMSAP Scholar may be dismissed from the Program for failing to successfully complete the Program requirements, as set forth in this Agreement, or under other circumstances as determined at the discretion of Program Coordinator. Circumstances which would warrant automatic dismissal from the Program include: 1) false information provided by the PCMSAP Scholar or the Parent; 2) expulsion from school; 3) drug or alcohol usage; or 4) criminal acts involving theft or violence. Other circumstances, such as: 1) below average grades-2.25; 2) misbehavior or nonattendance at Program events (e.g. monthly Saturday Academies and middle/junior high school meetings); 3) suspension from school; 4) non-attendance of middle/junior high school classes; 5) nonviolent criminal acts, may warrant warning the PCMSAP Scholar that his/her status as a Program participant is in jeopardy, giving him/her a probationary period during which to take corrective action, temporarily suspending him/her from the Program, and/or eventually dismissing him/her from the Program. The Program Coordinator may impose additional academic assistance or attendance requirements in connection with any disciplinary action.
Sample 1
Dismissal from Program. In the event that Fully Fit determines, in its sole discretion, that Participant has violated the terms of this Agreement, or upon Participant’s failure to pay to Fully Fit any amount due hereunder, Fully Fit shall have the right to dismiss Participant from the Courses by providing Participant with written notice of such dismissal/revocation in accordance with Section 10, which notice shall be effective upon transmission.
Sample 1

Related to Dismissal from Program

  • Dismissal for Cause 36.1 The employment of an APT member may be terminated by reason of professional misconduct, willful neglect of duties, gross misconduct, or incompetence demonstrated by annual performance reviews. 36.2 If an APT member is to be dismissed for cause, notice in writing will be given by the appropriate Director or equivalent that dismissal is being recommended to the President. The notice to the APT member shall contain a complete statement of the grounds for the recommendation to dismiss. A copy of the letter of notice will be sent to the Chair of the Faculty Association. 36.3 Seven working days from the date such notice is received by the member, the President shall inform the APT member in writing that either the dismissal action is discontinued, or that the APT member’s service is to be terminated seven working days hence. A copy of the President’s letter will be sent to the Chair of the Faculty Association. 36.4 The APT member and the Faculty Association may enter a grievance after receipt of the President’s letter, but before the date of termination. However, upon written request to the President, the Faculty Association may be given a seven day extension of the date for submission of a grievance if the circumstances warrant it. The grievance will be submitted at Stage Two of the grievance process. Failure to grieve within these time limits will constitute waiver of rights. 36.5 All correspondence to the APT member required by this clause will be delivered directly to the APT member when convenient, and in other cases will be forwarded by registered mail, air mail if necessary, to the last known address of the APT member. Copies of all correspondence to the APT member required by this clause will be forwarded to the Chair of the Faculty Association. 36.6 The APT member may be suspended with or without pay by the President, upon the recommendation of the appropriate Director or equivalent, from the date the letter is issued recommending dismissal. The suspension will be rescinded if the President discontinues the dismissal action. If a grievance is entered, the suspension continues until the grievance is resolved.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Summary Dismissal The employer has the right to dismiss any employee without notice for serious misconduct and in such cases any entitlements under this award are to be paid up to the time of dismissal only.

  • Dismissal and Suspension Grievance All dismissals and suspensions will be subject to formal grievance procedure under Article 7 of this Agreement. A copy of the written notice of dismissal or suspension shall be forwarded to the President of the Union within five (5) days of the action being taken.

  • Release from Contract An employee under contract shall be released from the obligations of the contract upon request under the following conditions:

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • Prevention of and release from arrest Each Borrower shall promptly discharge: (a) all liabilities which give or may give rise to maritime or possessory liens on or claims enforceable against the Ship owned by it, the Earnings or the Insurances; (b) all taxes, dues and other amounts charged in respect of the Ship owned by it, the Earnings or the Insurances; and (c) all other outgoings whatsoever in respect of the Ship owned by it, the Earnings or the Insurances, and, forthwith upon receiving notice of the arrest of the Ship owned by it, or of its detention in exercise or purported exercise of any lien or claim, that Borrower shall procure its release by providing bail or otherwise as the circumstances may require.

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work: (a) Full-time and regular part-time nurses on layoff may notify the Hospital of their interest in accepting occasional vacancies and/or temporary vacancies which may arise and for which they are qualified. Such notification of interest shall state any restrictions on the type of assignment which a nurse is willing to accept, and shall remain valid for six weeks. However if a nurse declines an occasional or temporary vacancy the Hospital shall not be obliged to call upon the nurse again during the balance of such six-week period. (b) For the purposes of this article, an "occasional vacancy" shall mean an assignment which is anticipated not to exceed five shifts (37.5 hours). Occasional vacancies shall be offered first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (c) For the purposes of this article, a "temporary vacancy" shall mean an assignment which is anticipated to exceed five shifts (37.5 hours). Temporary vacancies which arise in the full-time bargaining unit shall be offered by seniority first to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then by seniority to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to casual part-time nurses. Temporary vacancies which arise in the part-time unit shall be offered by seniority first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then by seniority to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (d) A nurse to whom an occasional or temporary vacancy is offered may accept or decline such vacancy and in either case shall maintain her or his position on the recall list. The acceptance of a temporary vacancy that is anticipated to exceed sixty (60) calendar days shall be considered a recall from layoff for purposes of Article 10.06(c). No new notice of layoff will be required and the nurse will be deemed to be laid off at the conclusion of the temporary vacancy. A full-time nurse on layoff who accepts a temporary full-time vacancy within thirty (30) days of the effective day of layoff will continue to receive benefit coverage for the duration of the temporary vacancy. A full-time nurse who has worked for more than 600 hours in 140 calendar days as the result of accepting one or more temporary vacancies shall thereafter be eligible for benefit coverage as a full-time nurse and shall be paid accordingly, and shall continue to receive benefit coverage so long as she or he continues to fill a temporary vacancy and such full-time employee shall accrue seniority in the manner prescribed for full-time employees throughout the period of employment. Otherwise, a full-time employee who accepts a temporary or occasional vacancy shall be paid her or his regular full-time rate of pay together with a percentage payment in lieu of benefits at the rate specified for part-time nurses. A full-time employee who accepts a temporary part-time vacancy or occasional vacancies as provided herein will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses. A part-time employee who accepts a temporary or occasional vacancy will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • Corrective Action Plan Within fifteen (15) Business Days following the establishment of the Joint Remediation Committee, the Purchasers, in consultation with the Sellers, shall prepare and submit to the Joint Remediation Committee an initial draft of the Corrective Action Plan. The parties shall work in good faith through the Joint Remediation Committee to finalize the Corrective Action Plan within fifteen (15) Business Days of the Purchasers’ submission of the initial draft of the Correct Action Plan. At the end of such period, if the Sellers reasonably determine that the Corrective Action Plan proposed by the Purchasers (as may be modified over the course of such period) would not reasonably be expected to satisfactorily address the Major Default, then the Sellers may escalate the issue to the Head of Commercial Capital (or equivalent leader of any successor business unit) of the Seller Group and the Chief Executive Officer of the Bank Assets Purchaser (the “Senior Executives”) and the Senior Executives shall work collaboratively (including with the Joint Remediation Committee) to develop a mutually agreeable Corrective Action Plan within fifteen (15) Business Days.