Common use of Sabotage Clause in Contracts

Sabotage. Distracting the attention of others. Refusal to follow instructions of supervisor. Refusal or failure to do work assignment. Unauthorized operation of machines, tools, or equipment. Threatening, intimidating, coercing or interfering with employees or supervisors. The making or publishing of false, vicious, or malicious statements concerning any employee or supervisor. Creating a disturbance on school premises. Creating or contributing to unsanitary conditions. Practical jokes injurious to other employees or school district property. Possession, consumption, or reporting to work under the influence of beer, alcoholic beverages (including wine), non-prescribed drugs, or controlled dangerous substances. Disregard of known safety rules or common safety practices. Unsafe operation of motor driven vehicles. Operating machines or equipment without using the safety devices provided. Gambling, lottery, or any other game of chance on school district property. Unauthorized distribution of literature, written or printed matter of any description on school district property. Posting or removing notices, signs, or writing in any form on bulletin boards of school district property at any time without specific authority of the administration. Poor workmanship. Immoral conduct or indecency including abusive and/or foul language. Excessive personal calls during working hours, except for emergencies. This includes in-coming and out-going calls. Walking off job. Clocking in or out another employee's time card or time sheet. Smoking in an unauthorized area. Refusal of job transfer, if the transfer does not result in a demotion. Abuse of "breaks" (rest periods) or meal period policies. Insubordination of any kind. When it is in the best interest of the school district, any support personnel may be suspended, demoted, terminated or nonreemployed. Because of the difficulty of retaining competent support employees on a temporary basis over an extended period of time, a support employee shall be subject to termination or nonreemployment for physical inability to perform the essential job duties of the employee's position if the employee is unable due to illness or accidental injury to return to work for his or her regularly-scheduled hours and to perform all of the duties of the position within twenty (20) work days, if the employee is not covered by the Family and Medical Leave Act of 1993, or the number of work days equal to the employee's total accumulated sick leave days, whichever is longer, measured from the date of the first absence due to the illness or injury. In terminating an employee under this section, the District must meet the requirements of the Family and Medical Leave Act of 1993, as it applies to eligible employees. Additionally, the District must ensure that any obligations arising as a result of the Americans With Disabilities Act of 1990 are likewise met. TO: On the day of , 20 , an initial hearing was held concerning your employment status. This will notify you of: [Mark the Applicable Box]

Sabotage. Distracting the attention of others. Refusal to follow instructions of supervisor. Refusal or failure to do work assignment. Unauthorized operation of vehicles, machines, toolstool, or equipment. Threatening, intimidating, coercing coercing, or interfering with employees employees, supervisors, or supervisorsstudents at any time. The making or publishing of false, vicious, or malicious statements concerning any employee employee, supervisor, students, or supervisor. Creating a disturbance on school premisesthe district. Creating or contributing to unsanitary conditions. Practical jokes injurious to other employees or school district property. Possession, consumption, or reporting to work under the influence of beer, alcoholic beverages (including wine)alcohol, non-prescribed drugs, or controlled dangerous substances. Creating disturbances on the premises at any time. Disregard of known safety rules or common safety practices. Unsafe operation of motor driven vehicles. Operating machines or equipment without using the safety devices devises provided. GamblingParticipating in or witnessing gambling, lottery, or any other game of chance on school district property. Unauthorized distribution of literature, written written, or printed matter of any description on school district property. Posting or removing notices, signs, or writing in any form on bulletin boards of school district property at any time without specific authority of the administration. Poor workmanship. Immoral conduct or indecency including abusive and/or foul language. Excessive Making or receiving personal telephone calls during working hours, except for emergencies. This includes in-coming and out-going calls. Walking off the job. Clocking in Continued poor or out another employee's time card or time sheetnegative attitude while on the job, including poor relationship with other staff of students. Smoking in an unauthorized areaor tobacco use on district property is forbidden by state law. (See Board Policy CKDA) Failure to dress appropriately for work assignments. Refusal of job transfer, if transfer within the district when transfer does not result in a demotion. Abuse of "breaks" (rest periods) periods or meal period policies. Inappropriate and/or unauthorized use of the school district’s computer network or Internet connections. Insubordination of any kind. When Racial discrimination, including racial slurs or other demeaning remarks concerning another person’s race, ancestry, or country of origin and directed toward another employee, a student or a visitor. Violation of any district rule or policy. Violation of any administrative rule or order. If it is in the best interest of the school district, any support personnel person may be suspended, demoted, terminated or nonreemployedterminated. Because Violations of any of the difficulty of retaining competent support employees on a temporary basis over an extended period of timeabove may lead to the suspension, a support employee shall be subject to demotion, or termination or nonreemployment for physical inability to perform the essential job duties of the support employee's position if the employee is unable due to illness or accidental injury to return to work for his or her regularly. REFERENCE: 70 O.S. §6-scheduled hours and to perform all of the duties of the position within twenty (20) work days101.40, if the employee is not covered by the Family and Medical Leave Act of 1993, or the number of work days equal to the employee's total accumulated sick leave days, whichever is longer, measured from the date of the first absence due to the illness or injury. In terminating an employee under this section, the District must meet the requirements of the Family and Medical Leave Act of 1993, as it applies to eligible employees. Additionally, the District must ensure that any obligations arising as a result of the Americans With Disabilities Act of 1990 are likewise met. TO: On the day of , 20 , an initial hearing was held concerning your employment status. This will notify you of: [Mark the Applicable Box]et seq.