Group I Rules Clause Samples

The 'Group I Rules' clause defines a specific set of rules or procedures that apply to a designated group or category within a contract or agreement. These rules typically outline the rights, responsibilities, and obligations of parties classified under 'Group I,' and may address issues such as eligibility, compliance requirements, or operational protocols. For example, in a multi-tiered agreement, Group I Rules might set forth stricter standards or additional benefits for certain participants. The core function of this clause is to ensure clarity and consistency in how different groups are treated, reducing ambiguity and potential disputes regarding the application of rules.
Group I Rules. A violation of any one of these rules may be considered cause for suspension and/or dismissal.  Provoking or starting fights involving physical contact.  Stealing records or property of the school district or property of another employee or student.  Making any false statements on employee records, time sheets or reimbursement requests.  Working while under the influence of intoxicants, narcotics or other so called controlled dangerous substances, or possessing, using or selling such materials or related paraphernalia anywhere on school district property.  Performing malicious acts resulting in destruction to school district or personal property.  Carrying a concealed weapon, or bringing, possessing or using firearms or weapons of any type on school district property.  Committing any act which would be considered to be an indictable offense as defined by the laws of the State of New Jersey.  Working without designated protective safety equipment where the potential consequences may do serious harm to self, students, other employees or significant damage to property/equipment.
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Group I Rules. A violation of any one of these rules may be considered cause for suspension and/or dismissal. • Provoking or starting fights involving physical contact. • Stealing records or property of the school district or property of another employee or student. • Making any false statements on employee records, time sheets or reimbursement requests. • Working while under the influence of intoxicants, narcotics or other so called controlled dangerous substances, or possessing, using or selling such materials or related paraphernalia anywhere on school district property. • Performing malicious acts resulting in destruction to school district or personal property. • Carrying a concealed weapon, or bringing, possessing or using firearms or weapons of any type on school district property. • Committing any act, which would be considered to be an indictable offense as defined by the laws of the State of New Jersey. • Participating in a strike or job action (this does not require a driver to cross picket lines of any other bargaining unit which is striking the Board. • Leaving a child or children unsupervised on a bus. Unsupervised means being at a distance where the Driver cannot see and hear the child (children) clearly.
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Group I Rules. Group I Rules apply while an employee is on duty or on Company property. Violation of a Group I Rule, as listed separately in the rules of conduct, will subject an employee to immediate termination.
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Group I Rules. A violation of any one of these rules may be considered cause for suspension and/or dismissal. - Provoking or starting fights involving physical contact. - Stealing records or property of the school district or property of another employee or student. - Making any false statements on employee records, time sheets or reimbursement requests. - Working while under the influence of intoxicants, narcotics or other so called controlled dangerous substances, or possessing, using or selling such materials or related paraphernalia anywhere on school district property. - Performing malicious acts resulting in destruction to school district or personal property. - Carrying a concealed weapon, or bringing, possessing or using firearms or weapons of any type on school district property. - Committing any act which would be considered to be an indictable offense as defined by the laws of the State of New Jersey.
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Related to Group I Rules

  • School Rules The School rules which apply are set out in the Parent Handbook, the School website and other documents published from time to time. The Parents are requested to read these documents carefully with the Pupil before they accept the offer of a place.

  • COMPANY RULES Company requires Students, while participating in the clinical program, on Company property or in a Company vehicle, to meet all standards of appearance and conduct required by Company of its own employees. Company reserves the right to refuse to allow any Student to participate in the clinical program for failure to comply with Company standard.

  • NATIONAL LABOR RELATIONS BOARD CERTIFICATION Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub. Contract Code §10296) (Not applicable to public entities.)

  • Basic Rules A. If an employee does not present a grievance/appeal or does not appeal the decision rendered regarding his or her grievance/appeal within the time limits, the grievance/appeal shall be considered resolved. B. If a County representative does not render a decision to the employee within the time limits, the employee may within seven (7) calendar days thereafter appeal to the next step in the procedure. C. If it is the judgment of any management representative that he or she does not have the authority to resolve the grievance/appeal, he or she may refer it to the next step in the procedure. By mutual agreement of the County and OCEA, any step of the procedure may be waived. D. The Chief of Employee Relations may temporarily suspend grievance/appeal processing on a section-wide, unit-wide, division-wide, agency/department- wide or County-wide basis in an emergency situation. OCEA may appeal this decision to the Board of Supervisors. E. Upon written consent of the parties (i.e., the representatives of the County and the employee or his or her representative), the time limits at any step in the procedure may be extended. F. Every reasonable effort shall be made by the employee and the County to resolve a grievance/appeal at the lowest possible step in the grievance/appeal procedure. G. No claim shall be granted for retroactive adjustment of any grievance prior to sixty (60) calendar days from the date of filing the written grievance. H. In order to encourage ▇▇▇▇▇ discussion and compromise in attempting to resolve grievances and other labor disputes, the County and OCEA agree that the files of the respective parties concerning such matters shall be confidential, except that this shall not restrict any access that either party might otherwise have to the other's files.

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.