For Just Cause. The Board may, by written notice to the Employee, immediately terminate his employment at any time, for Just Cause. The Employee shall have no right to receive compensation or other benefits for any period after termination for Just Cause. Termination for “Just Cause” shall mean termination because of, in the good faith determination of the Board, the Employee’s personal dishonesty, incompetence, willful misconduct, breach of fiduciary duty involving personal profit, intentional failure to perform stated duties, willful violation of any law, rule or regulation (other than traffic violations or similar offenses) or final cease-and-desist order, or material breach of any provision of this Agreement. Notwithstanding the foregoing, the Employee shall not be deemed to have been terminated for Just Cause unless there shall have been delivered to the Employee a copy of a resolution duly adopted by the affirmative vote of not less than a majority of the entire membership of the Board (excluding the Employee if a member of the Board) at a meeting of the Board called and held for the purpose (after reasonable notice to the Employee and an opportunity for the Employee to be heard before the Board), finding that in the good faith opinion of the Board the Employee was guilty of conduct set forth above in the second sentence of this Subsection (c) and specifying the particulars thereof in detail.
For Just Cause. The Corporation may immediately terminate the employment of the Executive for Just Cause without notice or any payment in lieu of notice, and for purposes of greater certainty, the Corporation shall have no obligation to make any payments to the Executive on account of severance or bonuses or partial bonuses or any other amounts except as expressly stipulated in Section 12(a) hereof.
For Just Cause. The Employer may terminate the Employee's employment hereunder for just cause. For purposes of this Agreement the Employer shall have "just cause" to terminate the Employee's employment hereunder upon conviction of a felony, or continued willful or grossly negligent failure by the Employee to substantially perform his duties hereunder (other than any failure resulting from Employee's incapacity due to physical or mental illness). In the event of termination
For Just Cause. For purposes of this Agreement, the term "For Just Cause" shall mean any termination of employment of Executive for one or more of the following reasons:
For Just Cause. The Board may, by written notice to the Employee, immediately terminate his employment at any time, for Just Cause. The Employee shall have no
For Just Cause. The Corporation may terminate the employment of the Executive summarily for Just Cause without notice.
For Just Cause. Alion may terminate Atefi’s employment under this Agreement at any time for “Just Cause.” If Alion terminates Atefi’s employment for Just Cause, Axxxx shall not be entitled to any further payments under this Agreement, other than payment for any annual base salary which Axxxx earned prior to such termination but for which has not been paid, and shall specifically be deemed to have forfeited any Incentive Compensation which might otherwise be due to him. For purposes of this Agreement, “Just Cause” means (i) Atefi’s material breach of this Agreement which is not cured within thirty (30) days after receipt of notice thereof; (ii) Atefi’s theft or embezzlement of any material property of Alion; (iii) Atefi’s gross negligence or willful misconduct in performing his duties under this Agreement; (iv) Atefi’s willful refusal to perform or substantial neglect of any duties under this Agreement; (v) Atefi’s unauthorized use of Alion’s trade secrets or Proprietary Information (as defined below); (vi) Atefi’s commission of a felony which adversely affects Alion’s business, reputation or business relations. If Axxxx is terminated for Just Cause, Axxxx shall be entitled to no future compensation under Sections 4, 5 or 6 above.
For Just Cause. The Employer may discipline an employee for just cause. Such discipline shall be applied according to the principles of progressive discipline. The Employer may only take disciplinary action within thirty (30) working days of becoming aware of the incident(s) in question (subject to extension by mutual agreement between the Staff Liaison Officer and the Shop Xxxxxxx), and such discipline shall be subject to the fol- lowing procedure:
a. The Employer may give a verbal warning. In such cases the Employee will be notified of the verbal warning. The Employer may keep and rely upon a written record of such warnings, provided that the employee receives a copy when the verbal warning is issued. Such records will not constitute part of the employees personnel file. The Union will not receive copies of verbal warning confirma- tions.
b. An employee is entitled, prior to the imposition of any form of discipline, including discharge, to be notified at a meeting, in the presence of his/her Union representative, of the reasons for consid- ering such action.
c. An Employee must be notified in writing, (and a copy forwarded to the Union) of the grounds for each and every form of disciplinary action and/or discharge.
d. An employee shall, upon request, have her/his Xxxxxxx present at any discussion with the Employer which the employee believes might be the basis of disciplinary action.
For Just Cause. The Bank may, by written notice to the Employee, immediately terminate his employment at any time, for Just Cause. The Employee shall have no right to receive compensation or other benefits for any period after termination for Just Cause. Termination for “Just Cause” shall include termination because of the Employee’s personal dishonesty, willful failure to discharge duties, willful misconduct, breach of fiduciary duty involving personal profit, intentional failure to perform stated duties, willful violation of any law, rule or regulation (other than traffic violations or similar offenses) or final cease-and desist order, or material breach of any provision of this Agreement.
For Just Cause. The Employer may discipline any employee for just cause subject to the following procedures:
(a) In the case of gross misconduct such as theft, assault or mistreatment of a client, discharge of the offending employee can be immediate and without notice. Otherwise, the procedure laid out in subsection (b) of this section shall be followed.
(b) The Employer will, where appropriate in the circumstances, give an employee a verbal or written warning; copies of such warnings will be sent to the Union and the Chief Shop Xxxxxxx. If there are further problems after a written warning, or the situation warrants, the Employer may suspend the employee. Where a written warning has been given, followed by a suspension, and there are further problems, then the Employer may discharge the employee.
(c) Any disciplinary action by the Employer is subject to Article 9 -
