For Cause Discipline Sample Clauses

For Cause Discipline. 9.4.1 In addition to its right to release or non-renew unit members as outlined above, CLCS may also suspend without pay or terminate a unit member for cause at any time. The following independently or collectively are causes for discipline: ● Unexcused absence and/or lack of punctuality. ● Release of confidential information without authorization. ● Possession of or reporting to work while under the influence of alcohol or illegal drugs and controlled substances. ● Theft or embezzlement. ● Willful destruction of property. ● Conviction of a felony or conviction of a misdemeanor making the employee unfit for the position. ● Falsification, fraud or omission of pertinent information when applying for a position. ● Any willful act that endangers the safety, health or wellbeing of another individual. ● Horseplay. ● Any act of sufficient magnitude to cause disruption of work or gross discredit to the school. ● Misuse of School property or funds. ● Possession of firearms, or any other dangerous weapon, while acting within the course of School of your employment with the School. ● Acts of discrimination or illegal harassment based on gender, ethnicity or any other basis protected by state or federal law. ● Failure to comply with the School’s safety procedures. ● Insubordination. ● Failure to follow any known policy or procedure of the School or gross negligence that results in a loss to the School. ● Violations of federal, state or local laws affecting the organization or your employment with the organization. ● Unsatisfactory/unacceptable job performance.
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For Cause Discipline. 18.3.1 In addition to its right to release or non-renew unit members as outlined above, BCCHS may also suspend without pay or terminate a unit member for cause at any time. The following independently or collectively are causes for discipline: • Unsatisfactory performance as determined by this Agreement’s evaluation procedures; • Dishonesty or fraud, including any falsifying of time sheets, employment records, employment information, or other School records; • Theft or deliberate or careless damage or destruction of any School property, or the property of any employee or student; • Fighting or instigating a fight on School premises; • Improper or unauthorized use/removal of School property or funds; • Possession of any firearms or any other dangerous weapons on School premises at any time; • Possession or use of any intoxicant on School grounds, including alcohol or controlled substances (unless such substances are supported by a valid prescription (note: this exception does not apply to marijuana)); • Conviction of any felony or crime of moral turpitude, or which otherwise disqualifies the employee from employment at schools; • Insubordination, including but not limited to failure or refusal to obey the reasonable orders or instructions of a supervisor or member of management; • Absence without authorized leave or abuse of leave privileges; • Excessive absenteeism or tardiness; • Unprofessional conduct including, but not limited to use of profane, abusive or threatening language toward another or violation of staff/student professional boundaries; • Violating any safety, health, security or School policy, rule, or procedure or engaging in any conduct which risks injury to the employee or others; • Committing of or involvement in any material act of unlawful discrimination or harassment of another individual; • Failure to maintain appropriate certificate/license(s) required for the position; • Release of confidential information without authorization; • Abandonment of position; and • Habitual disrespectful treatment of the public, students or other staff members.
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For Cause Discipline. The provisions of this article apply to permanent, non-probationary officers. Probationary officers are not entitled to the provisions of this article. Officers shall be subject to disciplinary action for cause, including reprimand, suspension, demotion and dismissal. Such cause shall include but not be limited to those set forth below in this article.
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For Cause Discipline. Any employee designated as a permanent employee shall be subject to disciplinary action for cause, including reprimand, suspension, demotion, and dismissal. Such cause shall include, but not be limited to, those as set forth below in this Article. Probationary employees are not entitled to the due process provisions of this Article.
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For Cause Discipline. The provisions of this article apply to permanent, non-probationary members. Probationary members are not entitled to the provisions of this article. Members shall be subject to disciplinary action for cause, including reprimand, suspension, demotion and dismissal. Such cause shall include but not be limited to those set forth below in this article.
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For Cause Discipline 
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Related to For Cause Discipline

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • For Cause For a material breach that remains uncured for more than thirty calendar days or other specified period after written notice to the Contractor, the Contract or Purchase Order may be terminated by the Commissioner or Authorized User respectively, at the Contractor’s expense where Contractor becomes unable or incapable of performing, or meeting any requirements or qualifications set forth in the Contract, or for non-performance, or upon a determination that Contractor is non-responsible. Such termination shall be upon written notice to the Contractor. In such event, the Commissioner or Authorized User may complete the contractual requirements in any manner it may deem advisable and pursue available legal or equitable remedies for breach.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Good Reason The Executive's employment may be terminated by the Executive for Good Reason. For purposes of this Agreement, "Good Reason" shall mean:

  • Good Cause The Company may terminate the Agreement ten (10) days after written notice to Employee for good cause, which shall be: (1) Employee's material and irreparable breach of this Agreement; (2) Employee's gross negligence in the performance or intentional nonperformance (continuing for ten (10) days after receipt of the written notice) of any of Employee's material duties and responsibilities hereunder; (3) Employee's dishonesty, fraud or misconduct with respect to the business or affairs of the Company which materially and adversely affects the operations or reputation of the Company; (4) Employee's conviction of a felony crime; or (5) chronic alcohol abuse or illegal drug abuse by Employee. In the event of a termination for good cause, as enumerated above, Employee shall have no right to any severance compensation.

  • Cause for Discipline An employee may be disciplined, suspended or discharged, but only for just cause by the Employer.

  • Without Cause Immediately upon written notice by the Company to the Employee of an involuntary termination without Cause (other than for death or Disability).

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

  • Employee’s Termination The Employee ☐ *shall ☐ shall not have the right to terminate this Agreement. *If allowed, the Employee shall be required to provide at least days’ notice. If the Employee should terminate this Agreement before the expiration date, he or she shall be entitled to severance, equal to their pay at the time of termination, for a period of .

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