Off-Duty Conduct. The off-duty activities of an employee may be grounds for disciplinary action if said activities are a conflict of interest as set forth in RCW 42.52, are detrimental to the employee’s work performance or the program of the Employer, or otherwise constitutes just cause. Employees will report all arrests and any court-imposed sanctions or conditions that affect their ability to perform assigned duties to the Employer within twenty-four (24) hours or prior to their scheduled work shift, whichever occurs first.
Off-Duty Conduct. 24.1 The off-duty activities of an employee will not be grounds for disciplinary action unless said activities are a conflict of interest as set forth in RCW 42.52, or are detrimental to the employee’s work performance or the program of the agency.
Off-Duty Conduct.
26.1 The off-duty activities of an employee will not be grounds for disciplinary action unless said activities are a conflict of interest as set forth in state law or are detrimental to the employee’s work performance or the program of the Agency.
26.2 All Employees (excluding the Washington State Patrol;Department of Fish and Wildlife and Liquor and Cannabis Board) Employees will report all arrests and any court-imposed sanctions or conditions that would prevent or negatively affect their ability to perform assigned duties to their Appointing Authority or designee within twenty-four (24) hours or prior to their scheduled work shift or work period, whichever occurs first.
Off-Duty Conduct. Certain off-duty activities of a faculty member may be grounds for disciplinary action if said activities are a conflict of interest as set forth in RCW 42.52, as currently enacted or hereafter amended, are detrimental to the faculty member’s work performance or the programs of the District, or otherwise constitute just cause. Unless prevented by extenuating circumstances, faculty members will report to the District, within twenty- four (24) hours of the action or prior to the faculty member’s scheduled shift, whichever occurs first, arrests and court-imposed sanctions or conditions that substantially affect his or her ability to perform his or her duties and responsibilities.
Off-Duty Conduct. Employees shall not be disciplined for off-duty conduct absent a clear and relevant nexus between the conduct and the employee’s on-duty responsibilities. Employees have the right to confidentiality related to personal information and personnel issues to the extent provided/allowed by law. The Employer, PSE and the employees will take appropriate steps to maintain such confidentiality.
Off-Duty Conduct. Employees shall not be disciplined for off-duty conduct absent a nexus between the conduct and the employee’s assigned duties for the University.
Off-Duty Conduct. Employees shall conduct their private and professional lives in such a manner as to avoid bringing discredit upon themselves and the Town and Police Department. No member of the Department shall at any time be guilty of an act or omission which impedes, injures or hinders progress, welfare, efficiency, or the good name of the Department and/or the Town.
Off-Duty Conduct. The off-duty conduct of an employee covered under this Agreement may be grounds for disciplinary action pursuant to their Departmental or Divisional Prohibitions & Penalties, Administrative Regulations, Standing Orders, directives, and policies if there is a substantial nexus between the off-duty conduct and the employee's State employment. If an employee covered under this Agreement has any required licenses suspended or revoked, or receives any citation while driving a State-owned vehicle, or is convicted of any offense that violates Department or Division security or background clearance, they will report such to their immediate supervisor within forty-eight (48) hours.
Off-Duty Conduct. The City may discipline an employee for off‐duty conduct when such conduct adversely affects the employee’s performance of his/her work duties or ability to function with others in the Department or adversely affects the Department's effectiveness in the community.
Off-Duty Conduct. 23.1 The off-duty activities of an employee will not be grounds for disciplinary action unless said activities are a conflict of interest as set forth in state law or are detrimental to the employee’s work performance or the program of the Agency.
23.2 All Employees Employees will report all arrests and any court-imposed sanctions or conditions that would prevent or negatively affect their ability to perform assigned duties to their Appointing Authority or designee within twenty-four (24) hours or prior to their scheduled work shift or work period, whichever occurs first.
23.3 Employees will notify the Employer prior to engaging in any off-duty employment. Employees may engage in off-duty employment that is in accordance with agency/program policy and will not interfere with the performance of their duties or result in a conflict of interest.
