Non-Culpable Conduct Sample Clauses

Non-Culpable Conduct. ‌ In a case of unsatisfactory performance which is assessed as non-culpable by the University, the University shall take the following steps: a) The University shall ensure that the nature of the work to be performed and the standard of performance expected have been communicated to the staff member and that the staff member has been given a reasonable amount of time to meet that standard of performance, and b) The University shall ensure that it has provided reasonable supervisory direction to the staff member to assist in achieving the expected performance standards, and, if (a) and (b) are not effective. c) The University, in consultation with the Association, shall take reasonable steps to move the staff member into a suitable vacant position within the bargaining unit which is within the staff member’s qualifications and competence and which does not result in the termination, layoff, demotion, or other unreasonable impact on any other regular staff member in the bargaining unit, and d) The University shall advise the staff member in writing with a copy to the Association that the staff member’s performance is unsatisfactory and that dismissal may result from a continued failure or inability to meet the expected standard. As an alternative to immediate dismissal, the University may grant the staff member leave of absence with pay for ten (10) weeks and without pay for a period of up to six (6) months to give additional time to find a suitable alternate position pursuant to Article 7.05
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Non-Culpable Conduct. In a case of unsatisfactory performance which is assessed as non-culpable by the University, the University shall take the following steps: a) The University shall ensure that the nature of the work to be performed and the standard of performance expected have been communicated to the staff member and that the staff member has been given a reasonable amount of time to meet that standard of performance, and b) The University shall ensure that it has provided reasonable supervisory direction to the staff member to assist in achieving the expected performance standards, and, if (a) and (b) are not effective. c) The University, in consultation with the Association, shall take reasonable steps to move the staff member into a suitable vacant position within the bargaining unit which is within the staff member’s qualifications and competence and which does not result in the termination, layoff, demotion, or other unreasonable impact on any other regular staff member in the bargaining unit, and
Sample 1Sample 2
Non-Culpable Conduct. In a case of unsatisfactory performance which is assessed as non-culpable by the University, the University shall take the following steps: a) The University shall ensure that the nature of the work to be performed and the standard of performance expected have been communicated to the staff member and that the staff member has been given a reasonable amount of time to meet that standard of performance, and b) The University shall ensure that it has provided reasonable supervisory direction to the staff member to assist in achieving the expected performance standards, and, if (a) and (b) are not effective
Sample 1Sample 2

Related to Non-Culpable Conduct

  • Misconduct Notwithstanding anything to the contrary in this Agreement, the Options shall terminate in their entirety, regardless of whether the Options are vested, immediately upon Optionee’s discharge of employment or other service relationship for Cause or upon Optionee’s commission of any of the following acts during any period following the cessation of Optionee’s employment or other service relationship during which the Options otherwise would be exercisable: (i) fraud on or misappropriation of any funds or property of the Corporation, or (ii) breach by Optionee of any provision of any employment, non-disclosure, non-competition, non-solicitation, assignment of inventions, or other similar agreement executed by Optionee for the benefit of the Company, as determined by the Administrator, which determination will be conclusive.

  • Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, each Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). Each Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance.

  • Professional Conduct Any Firm providing legal services to Citizens shall ensure that its personnel complies with all applicable standards of ethics and rules of professional responsibility, including the Florida Rules of Professional Conduct promulgated by the Florida Supreme Court for attorneys practicing in Florida (or similar standards applicable to attorneys practicing outside the State of Florida). Such standards include rules related to conflicts of interest and confidentiality that are intended to protect Citizens and Citizens’ information. Additionally, in keeping with the vision and mission of Citizens as entrusted by the Florida legislature, Citizens expects all attorneys and legal professionals acting on its behalf, or on behalf of Citizens’ insureds, to adhere to the initiatives for Professional Conduct as promoted by the Florida Bar Center for Professionalism. On January 30, 2015 the Florida Bar Board of Governors approved “Professionalism Expectations.” In keeping with the vision and mission of Citizens as entrusted by the Florida legislature, Citizens expects all attorneys and legal professionals acting on its behalf, or on behalf of Citizens’ insureds, to adhere to the letter and spirit of Professional Conduct as promoted by the Florida Bar’s Standing Committee on Professionalism expressed within this document.

  • ETHICAL CONDUCT Seller's employees shall comply with the BorgWarner Supplier Code of Conduct articulated within the BorgWarner Supplier Manual. Compliance with these standards is a mandatory component of Buyer's purchase contracts worldwide and must also apply to Seller subcontractors. Both, the BorgWarner Supplier Code of Conduct and the BorgWarner Supplier Manual are incorporated by reference as part of the Purchase Order, are binding on the Seller, and Seller explicitly verifies to have read and accepted the BorgWarner Supplier Code of Conduct and the BorgWarner Supplier Manual.

  • Criminal Convictions Grantee certifies that neither it nor any officer, director, partner or other managerial agent of Grantee has been convicted of a felony under the Xxxxxxxx-Xxxxx Act of 2002, nor a Class 3 or Class 2 felony under Illinois Securities Law of 1953, or that at least five (5) years have passed since the date of the conviction. Grantee further certifies that it is not barred from receiving an Award under 30 ILCS 500/50-10.5, and acknowledges that Grantor shall declare the Agreement void if this certification is false (30 ILCS 500/50-10.5).

  • Detrimental Conduct You agree that during any period in which Restricted Stock Units (and any related dividend equivalents) remain payable, you will not engage in Detrimental Conduct.

  • Gross Misconduct If the Participant’s employment with the Company or an Eligible Subsidiary is terminated for Gross Misconduct as determined by the Administrator, the Administrator in its sole discretion may provide that all, or any portion specified by the Administrator, of the Participant’s unvested RSUs shall automatically terminate as of the time of termination without consideration. The Participant acknowledges and agrees that the Participant’s termination of employment shall also be deemed to be a termination of employment by reason of the Participant’s Gross Misconduct if, after the Participant’s employment has terminated, facts and circumstances are discovered or confirmed by the Company that would have justified a termination for Gross Misconduct.

  • Business Conduct Merger Sub was formed on December 3, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

  • Disorderly Conduct The Contractor shall at all times take all reasonable precautions to prevent any unlawful, riotous or disorderly conduct by or amongst its personnel, and to preserve peace and protection of people and property in the neighbourhood of the Works.

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