Common use of For “Just or Good Cause” Clause in Contracts

For “Just or Good Cause”. Employer may terminate Employee’s employment at any time for “just or good cause.” “Just or good cause” may include, but is not limited to: (i) Violation by Employee of any of the provisions of this Agreement (including but not limited to those set forth in Paragraphs 7, 8 and 9 hereof); (ii) Employee’s disloyalty, insubordination or dishonesty toward Employer or commission or conviction (whether that conviction be a consequence of plea, finding or verdict) of a felony or of any crime involving moral turpitude; (iii) Employee’s persistent incompetence or persistent neglect of his assigned duties; (iv) Employee’s public actions which may damage the business interests or image of Employer, NPSI or any of NPSI’s subsidiaries or affiliates; or (v) Employee’s actions in the workplace which violate Employer’s standards of employee conduct.