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.
Employee Misconduct. A. The following actions are just causes for discipline:
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: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion, or final written warning. Third instance of misconduct: Termination.
Employee Misconduct. 15-2-1 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: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion or both. Third instance of misconduct: Termination.
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.
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.
Employee Misconduct. 10-3-1 The District 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. Formal Discipline Process: First instance of misconduct: Written reprimand stating specific deficiencies and indicating timelines for improvement, where appropriate. Second instance of misconduct: Suspension without pay, demotion, or final written warning. Third instance of misconduct: Termination.
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:
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. (c)
