Other Misconduct. Nothing in this LOA limits the right of the Employer to discipline or discharge an employee on grounds other than a positive test result in a confirmatory test, subject to the requirements of law, the rules of the Civil Service Commission, and the terms of any applicable collective bargaining agreement. For example, if evidence other than a positive test result indicates that an employee engaged in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the Employer's workplace, the employee may receive a warning, a written reprimand, a suspension without pay, a demotion, or a discharge from employment, depending upon the circumstances, and subject to the above requirements.
Other Misconduct. Nothing in this policy limits the right of the Employer to discipline or discharge an employee on grounds other than a positive test result in a confirmatory test, subject to the requirements of law, the rules of the Civil Service Commission, and the terms of any applicable collective bargaining agreement. For example, if evidence other than a positive test result indicates that an employee engaged in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the Employer's workplace, the employee may receive a warning, a written reprimand, a suspension without pay for a period not to exceed ninety (90) calendar days, a demotion, or a discharge from employment, depending upon the circumstances, and subject to the above requirements.
Other Misconduct. The evidence supports a finding of violations other than those alleged in the original complaint.
Other Misconduct. Nothing in this LOA limits the right of the Employer to discipline or discharge an employee on grounds other than a positive test result in a confirmatory test, subject to the requirements of law and the terms of any applicable collective bargaining agreement. For example, if evidence other than a positive test result indicates that an employee engaged in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the Employer's workplace, the employee may receive a warning, a written reprimand, a suspension without pay, a demotion, or a discharge from employment, depending upon the circumstances, and subject to the above requirements.
Other Misconduct. 12.1 Any conduct which occurs other than in the course of a cricket match may constitute misconduct relevant to the relationship between the Player and the Major Association.
12.2 The following are examples of conduct which will constitute serious misconduct:
(a) Knowingly accepting or assisting a bribe (whether directly or indirectly), or otherwise agreeing not to play any game of cricket to the best of the Player’s ability;
(b) Betting or gambling (or causing another person to bet or xxxxxx on the Player’s behalf) on the outcome, milestones or any contingent events of any game of cricket in which the Player plays;
(c) Committing any doping offence in breach of any ICC or NZC anti-doping rules or as may apply from time to time;
(d) Knowingly making a false or incomplete representation concerning the Player’s ability to perform the Player’s obligations under this Playing Agreement;
(e) Committing an offence, which is punishable by a period of imprisonment of two years or more.
12.3 Depending on the seriousness, examples of certain other conduct by the Player which may amount to serious misconduct include (but are not limited to):
(a) Refusing, or failing without satisfactory excuse, to participate fully in any training session or team assembly which the Player is required to attend as a result of selection for the Major Association Team.
(b) Unreasonably refusing to perform any promotional activities.
(c) Breaching the Player’s confidentiality obligations under clause 15 of this Playing Agreement.
(d) Being suspended from playing cricket for a period in excess of two months.
(e) Any conduct in breach of clause 6.1(f) or 6.1(g) of this Playing Agreement.
(f) Breach of a requirement to seek consent.
(g) More than one instance of misconduct (which is not necessarily serious misconduct the first time it occurs but which, cumulatively, may be deemed to constitute serious misconduct).
12.4 Where the Major Association determines that the Player has committed serious misconduct it may, in its discretion:
(a) Terminate this Playing Agreement with immediate effect; or
(b) Direct the Player to pay a fine of up to $500 within 7 days; and/or
(c) Warn and counsel the Player.
12.5 Examples of conduct by the Player which are not likely to be regarded as serious misconduct but may amount to ordinary misconduct include (but are not limited to):
(a) Failure to attend training or to participate fully in any training session.
(b) Failure to assemble for team as directed.
(c) F...
Other Misconduct. Nothing in this policy limits the right of the Employer to discipline or discharge an employee on grounds other than a positive test result in a confirmatory test, subject to the requirements of law, and the terms of any applicable collective bargaining agreement. For example, if evidence other than a positive test result indicates that an employee engaged in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the Employer's workplace, the employee may receive a warning, a written reprimand, a suspension without pay for a period not to exceed ninety (90) calendar days, a demotion, or a discharge from employment, depending upon the circumstances, and subject to the above requirements.
Other Misconduct. The evidence supports a finding of violations other than those alleged in the original complaint. FINAL DRAFT
Other Misconduct. The following gives examples of misconduct, which may be dealt with under the various stages of the disciplinary procedure where appropriate. poor timekeeping Inappropriate or abusive behaviour, e.g. swearing, which upsets other staff or members of the public unauthorised absence including non-attendance at college or training courses paid for by the Council either financially or with work time allowed, without proper reason. rudeness or inattention to the public, managers or colleagues non-compliance with Council rules