Reasons for Dismissal Sample Clauses

Reasons for Dismissal. Sufficient cause for dismissal shall exist for any of the following:
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Reasons for Dismissal. An academic employee holding a faculty appointment may be dismissed only for sufficient cause, which includes but is not limited to:
Sample 1Sample 2Sample 3See All (5)
Reasons for Dismissal. 1. Repeated lateness;
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Reasons for Dismissal. 1. Failure to maintain a 3.75 cumulative grade point average after one semester probation
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Reasons for Dismissal.  Continual late payments.  Non-payment of fees for two weeks.  Non-attendance of child for ten (10) consecutive days during the school year without notification in writing or payment. (Scheduled days missed during the absence will be charged at the daily rate.)  Failure of child or parent to comply with School Age Program policies.  Repeated behavior problems.  Non-compliance of parent/guardian of program hours of operation (repeated late pick-up). Rules and Expectations of children in the SAP program align with school discipline policies:  Positive and appropriate behavior is expected.  Children are expected to respect the rights of others.  School Safety rules are to be followed.  Children are to obey the adults in charge in a respectful and courteous manner.  Please keep personal items at home. Staff is not responsible for any personal items brought to school. Parent Authorization, Agreements and Acknowledgements: Initial for approval or write NO to decline.
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Reasons for Dismissal. When reason arises to question the fitness of a tenured or probationary Faculty member, it shall be the policy to attempt to resolve the matter without instituting formal dismissal procedures. Furthermore, it shall be the policy that a Faculty member shall not be dismissed except for sufficient cause, nor shall a Faculty member who holds a probationary Faculty appointment be dismissed prior to the written terms of the appointment except for sufficient cause. Sufficient cause shall include but is not limited to:
Sample 1
Reasons for Dismissal. The City Mayor or designee may dismiss any member for just cause. Reasons for dismissal may include but shall not be limited to: - Failure to meet prescribed standards of work, morality and ethics to an extent that makes a member unsuitable for employment in the Department - Theft or unjustified destruction of City property - Incompetence, inefficiency, or negligence in the performance of duty - Insubordination - Conviction of a felony, or a misdemeanor involving moral turpitude - Notoriously disgraceful personal conduct - Unauthorized absence - Acceptance of any consideration which was given or accepted with the expectation of influencing the member in the performance of their duties - Falsification of records or use of official position for personal advantage - Threatening or intimidating action against another member.
Sample 1
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Reasons for Dismissal. Both the Board and the Union agree with the tenets of progressive and corrective discipline. Disciplinary action shall consist of the following measures:
Sample 1

Related to Reasons for Dismissal

  • Reasons for Layoff Layoff shall occur only for lack of work or lack of funds.

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • GROUNDS FOR DIVORCE Irreconcilable differences, the irretrievable breakdown of the marriage, and incompatibility of temperament have led to the irremediable breakdown of the marriage with no possibility of reconciliation.

  • Motions for Directions (1) Class Counsel or the Settling Defendants may apply to the Ontario Court and/or such other courts as may be required by the Courts for directions in respect of the interpretation, implementation and administration of this Settlement Agreement. Unless the Courts order otherwise, motions for directions that do not relate specifically to the matters affecting the Quebec Action shall be determined by the Ontario Court.

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • Grounds for Discipline Incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, absence without leave, substance abuse, failure of good behavior, violations of City or department work rules, policies, procedures, or any other acts of misfeasance, malfeasance, or nonfeasance, shall be cause for disciplinary action.

  • FAIR DISMISSAL Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:

  • Reasons for Leave 1. Leave is only permitted for the following reasons:

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

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