Employee Misconduct Sample Clauses

Employee Misconduct. All employees of Contractor (including Contractor) shall perform services under this Agreement in a professional manner, and shall, at all times while present on District property, behave in a manner appropriate to a school setting. Contractor shall discipline or terminate the employment of any of Contractor’s employees performing services under this Agreement for engaging in any conduct inappropriate to a school setting, including, but not limited to, being under the influence or in possession of alcohol or any controlled substance while on District property; use of foul language; bullying or harassment of District students or staff; or such other conduct deemed inappropriate by the District. The District shall have the authority, in the discretion of the District Superintendent, to prohibit Contractor from permitting any employee to perform services under this Agreement based upon one or more instances of employee misconduct as described herein.
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Employee Misconduct. 00-0-0 Xxx Xxxxxxxx recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. In considering appropriate discipline, management should consider the severity of the offense as well as the number and recency of prior offenses. The procedure for progressive discipline will include the following steps: Prior to issuing formal reprimands, a process for restorative practices may be considered as an option by all parties. Should the parties opt to use a restorative approach, a restorative session may be scheduled with either EAP or district RP staff. If a restorative approach is not agreed to by all parties or is ineffective in resolving the identified conduct issue, the issue may first be documented in a non-disciplinary Letter of Expectation/Concern prior to moving to the formal discipline process. If the offense warrants more serious action, the district may move directly to formal discipline.
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Employee Misconduct. A. The following actions are just causes for discipline: 1. Being negligent in the performance of duties; 2. Engaging in intentional misconduct, without justification, which injures another person, causes damages to property, or threatens the safety of the workplace; 3. Being guilty of conduct that has brought or, if publicized, it would bring the College disrepute; 4. Being unjustifiably offensive toward fellow employees or the public;
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Employee Misconduct. 00-0-0 Xxx Xxxxxxxx recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. In considering appropriate discipline, management should consider the severity of the offense as well as the number and recency of prior offenses. The procedure for progressive discipline will include the following steps: Second instance of misconduct: Suspension without pay, demotion, or final written warning. Third instance of misconduct: Termination.
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Employee Misconduct. A. The following actions are just causes for discipline: 1. Being negligent in the performance of duties; 2. Engaging in intentional misconduct, without justification, which injures another person, causes damages to property, or threatens the safety of the workplace; 3. Being guilty of conduct that has brought or, if publicized, it would bring the College disrepute; 4. Being unjustifiably offensive toward fellow employees or the public; 5. Violating a provision of SP&P, Title 2, Subtitle 3, Title 15 or § 9-607. 6. Stealing College property 7. After notification, continuing to engage in another business, trade, or occupation, which conflicts with the employee’s position, or which prevents the employee from satisfactorily performing the duties of the employee’s position; 8. Engaging in conduct involving dishonesty, fraud, deceit, misrepresentation, or illegality;
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Employee Misconduct. If the Department believes any employee covered by this Agreement has engaged in conduct that requires that the employee be relieved of his or her customary duties, the Department shall immediately notify the Association and meet and confer with a designated representative of the Association within three (3) calendar days. During the period prior to the final decision concerning disciplinary action, the employee may be reassigned within the Department without loss of pay or benefits or the employee may be placed on administrative leave without loss of pay or benefits.
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Employee Misconduct. 1 The District recognizes the benefit of a progressive disciplinary process and will exercise this process where applicable. The procedure for progressive discipline will include the following steps:
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Employee Misconduct. The Company may terminate the employment of the Employee for "Cause" by written notice to the Employee, which termination shall be effective upon the date of sending of such notice,if the Employee, as determined by the Board of Directors of the Company (i) shall have been convicted of a felony or entered a plea of nolo contendere; (ii) shall have been involved in any act of material fraud, theft or other material misconduct detrimental to the best interests of the Company; (iii) shall have engaged in gross negligence or willful misconduct with respect to his duties to the Company; (iv) shall have engaged in competitive behavior against the Company, misappropriated or aided in misappropriating a material opportunity of the Company, secured or attempted to secure a personal benefit not fully disclosed to and approved by the Board of Directors in connection with any transaction of or on behalf of the Company; or (v) shall have failed to substantially perform his duties hereunder, other than by reasons specified in Section 7(a) hereof, and such failure continues more than 10 days after written notice thereof from the Company to the Employee specifying in reasonable detail the manner of nonperformance, provided, however, that no notice and opportunity to cure by the Employee shall be required if the nonperformance is the same as or substantially similar to that described in a previous notice.
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Employee Misconduct. The following is a non-exhaustive list of misconduct that the parties agree in advance shall constitute just cause for suspension without pay or discharge for a first offense of any of the following. This list shall include but not be limited to: 1. Unauthorized absence from work (excludes family emergencies or situations that a reasonable person would considered to be unavoidable) 2. Any absence from work which would constitute a dock day, unless the absence is authorized under state/federal law, i.e., FMLA, or approved by the Superintendent in advance 3. Violation of the District’s policy prohibiting sexual harassment 4. Theft and/or misappropriation of funds 5. Unauthorized removal of District property from a District building 6. Insubordination (i.e., failure or refusal to comply with an order or directive from a person with supervisory authority)
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Related to Employee Misconduct

  • Termination of Employment by the Company for Cause (i) Nothing herein shall prevent the Company from terminating Employee’s Employment for Cause (as hereinafter defined). From and after the Date of Termination, Employee shall no longer be entitled to receive Base Salary and Bonus Compensation and the Company shall no longer be required to pay premiums on any life insurance or disability policy for Employee. Any rights and benefits which Employee may have in respect of any other compensation or any employee benefit plans or programs of the Company, whether pursuant to Section 4(c) or otherwise, shall be determined in accordance with the terms of such other compensation arrangements or plans or programs. The term “Cause,” as used herein, shall mean: (A) Employee’s conviction, or plea of guilty or nolo contendere to, a felony; (B) Employee’s engaging in willful misconduct that is economically injurious to the Company (including, but not limited to, a willful violation of Sections 10 or 11 of this Agreement or the embezzlement of funds or misappropriation of other property of the Company or any subsidiary); or (C) Employee shall breach this Agreement in a material manner or engage in fraudulent conduct as regards the Company which results either in personal enrichment to Employee or material injury to the Company. Notwithstanding the foregoing, under no circumstances shall Employee’s refusal or unwillingness to make any of the certifications required of him as Chief Executive Officer of the Company pursuant to Section 302 or Section 906 of the Sxxxxxxx-Xxxxx Act of 2002, or any rules or regulations promulgated thereunder, or any similar requirements of any federal, state, local or foreign governmental authority or agency, or of any national securities exchange or quotation system on which any class or series of the Company’s capital stock is then traded or listed for quotation, constitute or give rise to a basis for termination for “Cause.” (ii) The Company shall provide Employee with Notice of Termination stating that it intends to terminate Employee’s Employment for Cause under this Section 8(c) and specifying the particular act or acts on the basis of which the Board intends to terminate Employee’s Employment. Employee shall then be given the opportunity, within 15 days of his receipt of such notice, to have a meeting with the Board to discuss such act or acts (other than with respect to an action described in Sections 8(c)(i)(A) or (B) above as to which the Board may immediately terminate Employee’s Employment for Cause). Other than with respect to an action described in Sections 8(c)(i)(A) or (B) above, Employee shall be given seven days after his meeting with the Board to take reasonable steps to cease or correct the performance (or nonperformance) giving rise to such Notice of Termination. In the event the Board determines that Employee has failed within such seven-day period to take reasonable steps to cease or correct such performance (or nonperformance), Employee shall be given the opportunity, within 10 days of his receipt of written notice to such effect, to have a meeting with the Board to discuss such determination. Following that meeting, if the Board believes that Employee has failed to take reasonable steps to cease or correct his performance (or nonperformance) as above described, the Board may thereupon terminate the Employment of Employee for Cause.

  • Termination of Employment Relationship Your employment is terminable -------------------------------------- at will. That means that your employment relationship with Cardinal may be terminated by either party at any time, for any reason or no reason at all, subject to the notice provision addressed below. (a) Cardinal may terminate your employment for Cause effective immediately upon written notice. In the event that Cardinal terminates your employment for Cause, you will be entitled to earned and unpaid base salary and payment for any earned and unused vacation days through the last date of your employment.

  • Termination of Employment by the Company During the Term, the Company may terminate the Executive's employment at any time with or without Cause (as defined below) pursuant to the Notice of Termination provision below.

  • Cooperation With Company After Termination of Employment Following termination of Executive’s employment for any reason, Executive shall fully cooperate with the Company in all matters relating to the winding up of Executive’s pending work including, but not limited to, any litigation in which the Company is involved, and the orderly transfer of any such pending work to such other employees as may be designated by the Company.

  • Termination of Employment for Other Reasons In the event that the Participant's employment with the Company or a Subsidiary terminates prior to the end of the Performance Period for any reason other than Death, Disability, Retirement, or Termination by the Company or a Subsidiary without Cause, then Participant's rights to all of the Target Performance Shares granted in this Award will be immediately and irrevocably forfeited upon such termination of employment.

  • OBLIGATIONS SURVIVE TERMINATION OF EMPLOYMENT Executive agrees that any and all of Executive’s obligations under this Agreement, including but not limited to Exhibits B and C, shall survive the termination of employment and the termination of this Agreement.

  • Termination of Employment for Cause If Optionee’s employment with the Bancorp or a subsidiary corporation is terminated for cause, this option shall expire thirty (30) days from the date of such termination. Termination for cause shall include, but not be limited to, termination for malfeasance or gross misfeasance in the performance of duties or conviction of a crime involving moral turpitude, and, in any event, the determination of the Board of Directors with respect thereto shall be final and conclusive.

  • Termination by the Company for Cause or by Executive Without Good Reason If the Company terminates the Executive’s employment for Cause or the Executive terminates his employment without Good Reason, the Executive shall have no rights or claims against the Company except to receive the payments and benefits described in Section 6(a).

  • Other Termination of Employment In the event of your voluntary termination (other than a Retirement subject to Section 2(c) or a Qualifying Termination subject to Section 2(f)), or termination by the Company or a subsidiary of the Company for misconduct or other conduct deemed by the Company to be detrimental to the interests of the Company or a subsidiary of the Company, you shall forfeit all unvested RSUs on the date of termination.

  • Termination by the Company for Cause or by the Executive without Good Reason The Company may terminate the Executive’s employment pursuant to the terms of this Agreement at any time for Cause (as defined below) by giving the Executive written notice of termination. Such termination shall become effective upon the giving of such notice. Upon any such termination for Cause, or in the event the Executive terminates his employment with the Company without Good Reason (as defined in Section 6(c)), then the Executive shall have no right to compensation, or reimbursement under Section 4, or to participate in any Executive benefit programs under Section 5, except as may otherwise be provided for by law, for any period subsequent to the effective date of termination. For purposes of this Agreement, “Cause” shall mean: (i) the Executive is convicted of, or pleads guilty or nolo contendere to, a felony related to the business of the Company; (ii) the Executive, in carrying out his duties hereunder, has acted with gross negligence or intentional misconduct resulting, in any case, in material harm to the Company; (iii) the Executive misappropriates Company funds or otherwise defrauds the Company including a material amount of money or property; (iv) the Executive breaches his fiduciary duty to the Company resulting in material profit to him, directly or indirectly; (v) the Executive materially breaches any agreement with the Company and fails to cure such breach within 10 days of receipt of notice, unless the act is incapable of being cured; (vi) the Executive breaches any provision of Section 8 or Section 9; (vii) the Executive becomes subject to a preliminary or permanent injunction issued by a United States District Court enjoining the Executive from violating any securities law administered or regulated by the SEC; (viii) the Executive becomes subject to a cease and desist order or other order issued by the SEC after an opportunity for a hearing; (ix) the Executive refuses to carry out a resolution adopted by the Company’s Board at a meeting in which the Executive was offered a reasonable opportunity to argue that the resolution should not be adopted; or (x) the Executive abuses alcohol or drugs in a manner that interferes with the successful performance of his duties.

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