We use cookies on our site to analyze traffic, enhance your experience, and provide you with tailored content.

For more information visit our privacy policy.

Personal Behavior Sample Clauses

Personal Behavior. Vendors must apprise all their employees of certain rules of conduct regarding personal behavior prior to partaking in any XXX Xxxxx #0 xxxxx. XXX Xxxxx #1 prohibits all forms of harassment including: any demeaning, insulting, embarrassing, or intimidating behavior directed at anyone present at the Event, to include employees, other vendors, venue staff, FOP Lodge #1 staff and volunteers, and Event attendees. FOP Lodge #1 specifically bans unwelcome sexual advances or physical contact, sexually orientated gestures, and statements, and the display or circulation of sexually orientated pictures, cartoons, jokes, or other material. FOP Lodge #1 also prohibits engaging in any hostile contact, intimidation, threats, or such actions or violence, or any other actions that may be considered threatening or hostile in nature while on the Event premises.
Personal Behavior. Take frequent breaks - Every hour, stand up, move around and get the circulation going. Stretch - Whole body overhead stretch and hand/finger stretches will help relieve muscle tension. Vision breaks - take frequent vision breaks, and do "hard blinks" (tightly close and then opening wide) to help restore lubrication. Posture - remind yourself to sit in a neutral position, not hunched over your desk.
Personal BehaviorStudents will be held accountable for unacceptable social behavior (culturally inappropriate actions including public language, impinging on the rights of others, etc.). Such behavior may be considered a major school rule violation.
Personal Behavior a. Behavior which disturbs or creates a nuisance for others in the Marina or in the adjacent premises is prohibited. b. Drinking of alcoholic beverages, except in licensed premises, on private vessels, or in designated areas, is prohibited. c. No person under the influence of alcohol or drugs shall operate a motor vehicle or vessel on Port property. Anyone intoxicated, drunk, or disorderly in the Marina shall be dealt with as provided by City or County statute and is subject to fine and/or
Personal BehaviorI understand that once I am approved for study abroad, it is my responsibility to maintain eligibility for study abroad on all counts by adhering to the highest levels of personal behavior.
Personal BehaviorI understand and acknowledge that I am responsible for my own behavior while participating in the program. I understand and acknowledge that while participating in the Program I am subject to the Program site’s rules, regulations and policies as well as the College’s Code of Conduct. I acknowledge that I am familiar with the Program site’s rules, regulations and policies and will make every effort to comply with them. I understand that violation of any of the program site’s rules, regulations, policies or the College’s Code of Conduct may subject me to disciplinary action.
Personal Behavior. Statement:
Personal BehaviorYou agree to comply with all instructions given to you by CVU staff. You agree you will not engage in any reckless or abusive behavior, as determined by CVU staff. Persons under the influence of drugs or alcohol are not permitted to participate in Soccer Program activities. You agree your failure to comply with the requirements of this paragraph may result in your removal from CVU’s facilities and expulsion from the Soccer Programs, without refund of any fees.

Related to Personal Behavior

  • Personal Illness Employees may use accumulated sick leave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a qualified physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Personal Belongings Tenant agrees not to leave any personal belongings (including lawn furniture) in the parking areas, common halls, sidewalks, lawn areas or other common areas of the apartment community.

  • PROFESSIONAL BEHAVIOR ‌ A. The Code of Ethics of the Education Profession is considered by the Faculty Senate and the Board as acceptable criteria of professional behavior. The Faculty Senate shall address ethical problems in accordance with the terms of such Code of Ethics of the Education Profession (Appendix A). B. No bargaining unit member shall be disciplined or discharged without just cause or without being accorded due process, except as described in Article XI paragraph A, concerning the orientation period. C. Non-disciplinary, paid administrative leave may be issued while an allegation of misconduct is being investigated. The bargaining unit member’s pay shall not be interrupted nor reduced while on non- disciplinary paid administrative leave. Non-disciplinary paid administrative leave is designed to protect the integrity of a fact-finding investigation, and shall not be considered discipline to the bargaining unit member. D. A bargaining unit member shall at all times be entitled to have present a representative of the Faculty Senate when they are being reprimanded, warned, or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to faculty until such representative of the Faculty Senate is present. E. The bargaining unit member shall sign and receive a copy of each disciplinary action. The signing of this document is not to be construed as an admission of guilt but only as an acknowledgement that such action exists. In imposing any sanction on a current charge, the College shall not consider any prior infraction which occurred more than six (6) years previous to the date of the occurrence of the event on which the current charge is based except in instances specified in Article III, paragraph M. F. No student, parental, citizen, or college personnel complaints originating after initial employment shall be placed in a bargaining unit member’s personnel file unless the bargaining unit member has had an opportunity to review the material, to respond to the material, and a preponderance of the evidence that supports that discipline is merited. Complaints against the bargaining unit member shall be put in writing with names of the complainant(s). The administrator shall attach to the written complaint a written explanation of all administrative action taken and administrative expectations (if any) of the bargaining unit member. The bargaining unit member may submit a written notation or reply regarding any complaint, and the same shall be attached to the file copy of the material in question. When documentation relating to a complaint is to be placed in a bargaining unit member’s file, the affected bargaining unit member shall be given the opportunity to review and sign said material; such signature will be understood to indicate awareness of the material but in no instance will said signature be interpreted to mean agreement with the content of the material.

  • PERSONAL/XXXXX’S LEAVE 7.3.1 All full time employees shall be entitled to accrue paid personal / carer's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative. 7.3.2 All accrued personal leave shall be available for use as carer's leave in accordance with the provisions outlined below. 7.3.3 As part of its commitment to provide a family-friendly workplace, the employer will allow employees to use any amount of accrued personal /xxxxx's leave to enable employees to: (a) provide primary care to partners, children and/or other household or family members. (b) attend the funerals of family or household members or close family relatives (if compassionate leave is not available in the circumstances). 7.3.4 The leave provided for in this clause will be granted subject to the following: (a) The employee must notify the employer of the reason and likely duration of the absence before 7.00 am on the first day of the absence, unless this is not possible due to an unexpected emergency in which case the employee must notify the employer as soon as practicable. (b) Where circumstances permit, an employee must endeavour to arrange leave to minimise the impact on operational needs. (c) The provision of appropriate documentary evidence. 1. For sick leave, a medical certificate or if not reasonably practicable to provide a medical certificate- a statutory declaration made by the employee. 2. For xxxxx's leave, a medical certificate in respect to the family or household member, or a statutory declaration by the employee. 3. For compassionate leave, any evidence that the employer reasonably requires. 7.3.5 The employee is not entitled to take more than 10 days of paid xxxxx’s leave (1/26th of the nominal hours worked by the employee) per year, regardless of the amount of personal leave the employee has accumulated over time. 7.3.6 An employee may request to cash out any amount of paid personal/carer’s leave that they have accrued that is excess of 3/52 of the number of nominal hours worked over the past 12 months. For example, an employee working 38 hours per week over 12 months must retain 15 days of paid personal/carer’s leave and may cash out any further personal/carer’s leave that has been accumulated. 7.3.7 In addition to the above, a request to cash out personal/carer’s leave will only be granted where: (a) the employee elects to cash out their leave in writing; and (b) the employer agrees. 7.3.8 Casual Employees engaged in continuous service shall be entitled to personal leave limited to the provision of sub clause 7.3.

  • Personal Accident Any directions issued to clients, their guests or employees during a photographic shoot are deemed to be at said persons own risk. The photographer cannot be held responsible for any personal accidents during a photographic shoot.

  • Personal Freedom 20.1 The personal life of an Employee is not an appropriate concern for the attention of the Board except as it may directly inhibit the Employee from performing properly his/her assigned functions during the workday.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • Personal Illness or Disability The bargaining unit member may use all or any portion of his/her leave to recover from his/her own illness or disability, or for the illness or disability of any member of his/her immediate family as defined below, which shall include all disabilities caused or contributed to by pregnancy, miscarriage, childbirth and recovery.

  • Personal Business Users may not use the Fitness Center premises for personal business without prior written approval by an authorized representative of the Fitness Center, which approval may be withheld in the Fitness Center’s sole and absolute discretion.