General Behavior Sample Clauses

General Behavior. Most of the time a correctional facility can be safer than walking alone on the street at night. However, at times a correctional facility can be a dangerous place. These instructions are for your protection and are to be followed to the letter. Always remember that this is an environment much different from your own and that you can never anticipate the actions of the inmates. In the event that you identify an inmate that you have known prior to this assignment; do not make any attempt to acknowledge this individual. If they say "Hello" to you first, acknowledge them, and move on. Do not attempt to make any conversation. This policy does not require contractors to be rude. A simple acknowledgement in response to a greeting from an inmate shall not be a violation of this policy; however, no further conversation or contact is permitted.
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General Behavior. Most of the time a correctional facility can be safer than walking alone on the street at night. However, at times a correctional facility can be a dangerous place. These instructions are for your protection and are to be followed to the letter. Always remember that this is an environment much different from your own and that you can never anticipate the actions of the inmates. In the event that you identify an inmate that you have known prior to this assignment; do not make any attempt to acknowledge this individual. If they say "Hello" to you first, acknowledge them, and move on. Do not attempt to make any conversation. This policy does not require contractors to be rude. A simple acknowledgement in response to a greeting from an inmate shall not be a violation of this policy; however, no further conversation or contact is permitted. If you do identify an inmate that you have known prior to this assignment, proceed to the Correctional Facility’s administration office and file a report about your prior relationship with the inmate. This is to preclude any special treatment or relationship from arising out of the incident. This is for the protection of the inmate and YOU! In addition, you are required to ignore all conversations that you hear and anything you see while in a correctional facility. You are never permitted to touch anything that is not yours, nor are you ever permitted to discuss your day's activity inside the facility with anyone. Confidentiality is paramount in maintaining the working relationship we have established within the facility. Construction/repair debris that is to be removed from the outside of the building is to be disposed of directly into the dumpster immediately! Absolutely no outside garbage is permitted to be taken back into the building. In the event of a violation of these policies, the County and/or the City shall have the right to require the Contractor to immediately and permanently remove the individual or individuals violating the policy from the job site.
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General Behavior. All contractors, sub-contractors, material men and other project personnel shall wear clothing that clearly identifies his/her company. Appropriate attire will be required at all times, including full length pants and close-toed shoes. Shorts and sandals are not considered appropriate attire. Clothing containing words, symbols or other forms of communication considered offensive or in bad taste are not permitted.
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General Behavior. (a) Smoking: smoking tobacco cigarettes is absolutely prohibited at the Club. Members and guests may smoke tobacco cigarettes in the designated area outside the Club.
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General Behavior i. All contractors, sub-contractors, material men and other project personnel shall wear clothing that clearly identifies his/her company. Appropriate attire will be required at all times, including full length pants and close-toed shoes. Shorts and sandals are not considered appropriate attire. Clothing containing words, symbols or other forms of communication considered offensive or in bad taste are not permitted. ii. Proper safety equipment shall be required at all times. (i.e., hard hats, safety glasses, goggles, respirators, etc.) iii. Any contractor, subcontractors or laborers, found using profanity, exhibiting a lack of courtesy to a tenant, visitor, or employee will be immediately ejected from the property and will not be allowed to return. iv. Graffiti or vandalism will be not tolerated. Any contractor found responsible for any graffiti or vandalism shall be immediately removed from the building, and will not be allowed to return. Any expenses associated with the removal or repair resulting from the graffiti or vandalism will be at the contractor’s expense. v. Smoking is not permitted within 20 feet of the building entrances, operable windows and air intakes, per San Francisco Health Code, Article 19F. Any contractor or personnel found smoking will be immediately removed from the property and will not be allowed to return. vi. Chewing gum and tobacco are not permitted on the job site. vii. No radios are permitted in the building, including “Walkman” type radios with headsets. Radio Frequency Devices, including two-way radios, are not allowed in building as they are disruptive and may interfere with the equipment in critical environments and facilities. The contractor may check-out radios from Engineering on a daily basis, if required.
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General Behavior. Students must respect the bus driver and follow their instructions at all times. - No shouting, loud talking, or use of inappropriate language is allowed or no gesturing to passing vehicles or pedestrians from the bus. - Outside of ordinary conversation, classroom conduct is to be observed. Shouting, vulgar language, or gestures are not permitted. - Eating and drinking are not permitted on the bus. No pop containers allowed on the bus. - Tobacco, e-cigarettes, vaporizer cigarettes, drugs or alcohol in any form will not be permitted on the bus. - No throwing of any object including trash or paper either from within or out of the bus while waiting for, riding, or after exiting the bus. - Students will not extend hands, arms, heads, or objects from the bus windows at any time. - Windows may only be lowered when permitted to do so by the driver. - Students may not take pictures or videos of other students with their personal recording devices. - Post high school adults cannot ride the school bus on a regular route. - Preschool students may ride the bus as long as they have an older sibling of the same household, who is a student at USD 364, on the bus with them, at all times. - Adults are not permitted to board the bus without permission of the driver, school administration, or law enforcement. - No one may gain entry to a school bus unless the bus driver is present.
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General Behavior. 9.1 The tenant/owners residing in Unilofts Pretoria is personally responsible for their visitors and will be held accountable if any rules are not being adhered to.
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General Behavior. The WLDA reserves the right to eject, disqualify and remove any Hitter, without a refund, or any individual at any time for conduct deemed inappropriate or damaging to the reputation of the WLDA or the sport at the WLDA’s sole discretion. Discipline may be imposed, but not limited to, the following examples: 1.8.2.1 Excessive display of anger, vulgar language or club throwing. 1.8.2.2 Any action that puts the safety of fans, officials, staff or fellow Hitters in harm. 1.8.2.3 Excessive alcohol/illegal drug use. 1.8.2.4 Lack of etiquette or disrespect to a fellow Hitter, official, staff or any other individual. 1.8.2.5 Criminal offenses including, but not limited to, those involving the use or threat of violence; domestic violence; and other forms of partner abuse; theft and other property crimes; sex offenses; obstruction or resisting arrest; disorderly conduct; fraud; racketeering; money laundering; prohibited substances, performance-enhancements and substance abuse. 1.8.2.6 Unlawful possession of a gun or other weapon. Possession of weapons of any kind are prohibited at the Events, even if lawfully possessed. 1.8.2.7 Any action that threatens the integrity of the event to manipulate the results of the event. 1.8.2.8 Violent, threatening or harassing behavior. 1.8.2.9 Derogatory or offensive conduct including insulting language, or actions about a person’s ethnic background, heritage, color, race, national origin, age, religion, disability, gender or sexual orientation. 1.8.2.10 Inappropriate physical, verbal and online behavior (such as inappropriate statements made by social media, email, text message, private messages, DMs, snaps, etc.). 1.8.2.11 Betting on anything related to the WLD event. 1.8.2.12 Conduct that undermines the integrity and reputation of the WLDA. 1.8.2.13 Unreasonable attacks or disparagement of events, sponsors, fellow Hitters, the sport or the WLDA (responsible expressions of legitimate disagreement with the WLDA or its policies is not prohibited). 1.8.2.14 Conduct unbecoming of a professional or conduct that may bring disrepute on the individual, the WLDA or the sport. 1.8.2.15 Any other conduct deemed inappropriate in the sole discretion of the WLDA.
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General Behavior. The DIC shall implement and enforce with its staff, volunteers and guests a prohibition of the following behaviors on church grounds: smoking, drug use, drug dealing, littering, intentionally urinating or defecating outside bathrooms, obvious intoxication, fighting, yelling obscenities, panhandling or soliciting for money, and inappropriate interaction with unaccompanied minors. ● All persons known to be sex offenders must meet with the UUAUB Minister to create a safety plan when they are on church grounds. ● The DIC will notify the UUAUB Board and Minister when a guest has been issued a No Trespass Order by the police or if there is any other removal or barring of individuals due to violation of the above prohibited behaviors. ● If staff or volunteers of the DIC witness or reasonably suspect vandalism by a DIC guest of the UUAUB building or other property, the DIC will seek a No Trespass Order re: such guest from the Auburn Police. ● All persons shall be treated equally and with dignity, including church members and friends.
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Related to General Behavior

  • PROFESSIONAL BEHAVIOR Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • Behavior Students must respect each other.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • BEHAVIOR AND CONDUCT The Student is responsible for knowing and observing all UCF regulations and procedures regarding behavior and conduct, including the UCF Golden Rule, UCF DHRL publications, and other official UCF publications. UCF DHRL reserves the right to establish or adopt additional rules regarding student conduct, as deemed necessary by UCF DHRL. Newly established or adopted rules will be communicated to the Student as provided in this document. The Student agrees to abide by additional rules and regulations that are established or adopted by UCF DHRL once communicated to the Student.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Criminal History Applicants who have criminal convictions may be denied. Any crimes associated with drugs, violence, sex, property damage, and/or weapons may be grounds for automatic disqualification. Eligibility is dependent upon the level, disposition, and time since the crime occurred. Open cases for similar crimes may be grounds for denial. Credit. A credit check will be performed, and the following may be grounds for denial: past due or dishonored debt, the absence of a credit history, unpaid housing accounts, unpaid utility accounts.

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one (1) or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions: A. The receiving employee is required to be absent from work due to injury or the prolonged illness of the employee, employee's spouse, registered domestic partner, a domestic partner listed on an “Affidavit for Enrollment of Domestic Partners,” submitted to employee benefits, parent or child, has exhausted all earned leave credits, including but not limited to sick leave, compensatory time, holiday credits and disability leave and is therefore facing financial hardship. B. The transfers must be for a minimum of four (4) hours and in whole hour increments thereafter. C. Transfers shall be allowed to cross-departmental lines in accordance with the policies of the receiving department. D. The total maximum leave credits received by an employee shall normally not exceed five hundred twenty (520) hours; however, if approved by his/her appointing authority, the total leave credits may be up to one thousand forty (1,040) hours. Total leave credits in excess of one thousand forty (1,040) hours will be considered on a case-by-case basis by the appointing authority subject to the approval of the Chief Administrative Officer. E. The transfers are irrevocable, and will be indistinguishable from other leave credits belonging to the receiving employee. Transfers will be subject to all taxes required by law. F. Leave credits that may be transferred under this program are defined as the transferring employee’s vacation credits or up to twenty-four (24) hours of sick leave per fiscal year. G. Transfers shall be administered according to the rules and regulations of the Auditor and Controller, and made on a form prescribed by the Auditor and Controller. Approvals of the receiving and donating employee, the donating employee's appointing authority and the receiving employee's appointing authority (in the case of an interdepartmental transfer) will be provided for on such form. H. This program is not subject to the Grievance Procedure of this Agreement.

  • SEXUAL EXPLOITATION 18.1 The Contractor shall take all appropriate measures to prevent sexual exploitation or abuse of anyone by it or by any of its employees or any other persons who may be engaged by the Contractor to perform any services under the Contract. For these purposes, sexual activity with any person less than eighteen years of age, regardless of any laws relating to consent, shall constitute the sexual exploitation and abuse of such person. In addition, the Contractor shall refrain from, and shall take all appropriate measures to prohibit its employees or other persons engaged by it from, exchanging any money, goods, services, offers of employment or other things of value, for sexual favors or activities, or from engaging in any sexual activities that are exploitive or degrading to any person. The Contractor acknowledges and agrees that the provisions hereof constitute an essential term of the Contract and that any breach of this representation and warranty shall entitle UNDP to terminate the Contract immediately upon notice to the Contractor, without any liability for termination charges or any other liability of any kind. 18.2 UNDP shall not apply the foregoing standard relating to age in any case in which the Contractor’s personnel or any other person who may be engaged by the Contractor to perform any services under the Contract is married to the person less than the age of eighteen years with whom sexual activity has occurred and in which such marriage is recognized as valid under the laws of the country of citizenship of such Contractor’s personnel or such other person who may be engaged by the Contractor to perform any services under the Contract.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

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