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.

Secondary Employment Prohibitions Sample Clauses

Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of XxXxxxx County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the XxXxxxx County Sheriff's Office shall be prohibited from working and shall include the following: a) Where the Employer's uniform, badge, LEADS line, vehicle or equipment is utilized unless specifically approved by the Sheriff or his designee; b) Where the hours worked cause the Employee ,such fatigue that he/she is unable to properly perform his/her job duties; (no Employee will be permitted to work more than twenty-eight (28) hours per week); c) Where a conflict of interest with his/her job duties for the Employer is created; d) Where the type of secondary employment is prohibited by law or negatively reflects on the Employer. e) Where the Employee is employed or engaged in criminal matter or in civil matters which directly conflict with the XxXxxxx County Sheriff's Office; f) Before any secondary employment is approved, an Employee must sign an Indemnification Agreement agreeing to indemnify and hold XxXxxxx County, and XxXxxxx County Sheriff's Office harmless from any and all acts performed by the Employee while performing his secondary employment duties.
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of Batavia to have an alert and non-distracted work force. More specifically, the jobs from which employees shall be prohibited from working, and shall include, the following: Where the employer's uniform, badge, LEADS line, vehicle or equipment is utilized unless specifically approved by the Chief, or his designee; Where the hours worked cause the employee such fatigue that he/she is unable to properly perform his/her job duties; Where a conflict of interest with his/her job duties for the Employer is created; Where the type of secondary employment is prohibited by law, or negatively reflects on the Employer.
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of XxXxxxx County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the Valley Hi Nursing and Rehabilitation Center shall be prohibited from working shall include the following:
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of McHenry County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the Coroner’s Office shall be prohibited from working shall include the following:
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of XxXxxxx County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the Department of Health, Veterinary Public Health Division shall be prohibited from working and shall include the following:
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of Batavia to have an alert and non-distracted work force. More specifically, the jobs from which employees shall be prohibited from working, and shall include, the following: (a) Where the employer’s uniform, badge, LEADS line, vehicle or equipment is utilized unless specifically approved by the Chief, or his designee; (b) Where the hours worked cause the employee such fatigue that he/she is unable to properly perform his/her job duties; (c) Where a conflict of interest with his/her job duties for the Employer is created; (d) Where the type of secondary employment is prohibited by law, or negatively reflects on the Employer.
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of Batavia to have an alert and non-distracted work force. More specifically, the jobs from which employees shall be prohibited from working shall include the following: a. Where the City's uniform, badge, vehicle or equipment is utilized unless specifically approved by the Chief or his designee. b. Where a conflict of interest with his/her job duties for the city is created. c. Where the type of secondary employment is prohibited by law, or negatively reflects on the City. d. Under no circumstances shall an employee report for duty in an unfit condition. Employees doing so will be subject to departmental discipline. ARTICLE XVI‌‌
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of XxXxxxx County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the Valley Hi Nursing and Rehabilitation Center shall be prohibited from working shall include the following: (a) Where the hours worked cause the Employee such fatigue that he/she is unable to properly perform his/her job duties; no employee will be permitted to work more than twenty-four (24) hours per week without prior approval of Valley Hi; (b) Where a genuine and legitimate conflict of interest with his or her job duties for the Employer is created, which affects the operations of Valley Hi; (c) Where the type of secondary employment is prohibited by law.
Secondary Employment ProhibitionsThe parties recognize that it is in the best interest of the citizens of XxXxxxx County to have an alert and non-distracted work force. More specifically, the jobs for which Employees of the Coroner’s Office shall be prohibited from working and shall include the following: (a) Where the hours worked cause the Employee, such fatigue that he/she is unable to properly perform his/her job duties; no employee will be permitted to work more than twenty-four (24) hours per week without prior approval of the Coroner; (b) Where a genuine and legitimate conflict of interest with his or her job duties and which affects the operation of the Coroner’s Office;

Related to Secondary Employment Prohibitions

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Competition After Termination of Employment The Company shall not pay any benefit under this Agreement if the Executive, without the prior written consent of the Company and within 2 years from the Executive’s Termination of Employment, engages in, becomes interested in, directly or indirectly, as a sole proprietor, as a partner in a partnership, or as a substantial shareholder in a corporation, or becomes associated with, in the capacity of employee, director, officer, principal, agent, trustee or in any other capacity whatsoever, any enterprise conducted in the trading area (a 50 mile radius) of the business of the Company, which enterprise is, or may deemed to be, competitive with any business carried on by the Company as of the date of termination of the Executive’s employment or retirement. This section shall not apply following a Change in Control.

  • Employment Relations Education Leave Employment Relations Education Leave will be allowed in accordance with the Employment Relations Act.

  • Exclusive Employment During employment with the Company, Executive will not do anything to compete with the Company’s present or contemplated business, nor will he plan or organize any competitive business activity. Executive will not enter into any agreement which conflicts with his duties or obligations to the Company. Executive will not during his employment or within one (1) year after it ends, without the Company’s express written consent, directly or indirectly, solicit or encourage any employee, agent, independent contractor, supplier, customer, consultant or any other person or company to terminate or alter a relationship with the Company.

  • Employment Relations (a) BETA and each of its subsidiaries is in compliance with all Federal, state or other applicable laws, domestic or foreign, respecting employment and employment practices, terms and condi­tions of employment and wages and hours, and has not and is not engaged in any unfair labor practice; (b) no unfair labor practice complaint against BETA or any of its subsidiaries is currently pending before the National Labor Relations Board nor has such a complaint been pending in the last two years; (c) there is no labor strike, dispute, slowdown or stoppage actually pending or threatened against or involving BETA or any of its subsidiaries nor has one existed during the last two years; (d) no representation question exists respecting the employees of BETA or any of its subsidiaries; (e) no grievance which might have an adverse effect upon BETA or any of its subsidiaries or the conduct of BETA ’ Business exists, no arbitration proceeding arising out of or under any collective bargaining agreement is pending and no claim therefor has been asserted; (f) Neither BETA nor any of its subsidiaries is a party to, nor does there otherwise exist, any union, collective bargaining agreement or similar agreement with respect to the employees of BETA or any of its subsidiaries and no collective bargaining agreement or similar agreement is currently being negotiated by BETA or any of its subsidiaries; and (g) Neither BETA nor any of its subsidiaries has experienced any labor difficulty during the last two years. There has not been any adverse change in relations with employees of BETA or any of its subsidiaries as a result of any announcement of the transactions contemplated by this Agreement.

  • FAIR EMPLOYMENT PRACTICES In the performance of this agreement, and in accordance with California Government Code §12900 et. seq., Auxiliary shall not deny employment opportunities to any person on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, military and veteran status. Auxiliary shall adopt employment procedures consistent with the policy statement on nondiscrimination and affirmative action in employment adopted by the CSU.

  • Non-Competition During Employment Executive agrees during the Basic Term, and any extension of the Basic Term under this Agreement, he will not compete with the Company by engaging in the conception, design, development, production, marketing, or servicing of any product or service that is substantially similar to the products or services which the Company provides, and that he will not work for, in any capacity, assist, or became affiliated with as an owner, partner, etc., either directly or indirectly, any individual or business which offer or performs services, or offers or provides products substantially similar to the services and products provided by Company.

  • Employment of Consultants Part A General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the "Guidelines: Selection and Employment of Consultants by World Bank Borrowers" published by the Bank in January 1997 and revised in September 1997 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection Except as otherwise provided in Part C of this Section, consultants’ services shall be procured under contracts awarded in accordance with the provisions of Section II of the Consultant Guidelines, paragraph 3 of Appendix 1 thereto, Appendix 2 thereto, and the provisions of paragraphs 3.13 through 3.18 thereof applicable to quality- and cost-based selection of consultants. Part C: Other Procedures for the Selection of Consultants 1. Selection Based on Consultants Qualifications Services estimated to cost less than $100,000 equivalent per contract may be procured under contracts awarded in accordance with the provisions of paragraphs 3.1 and 3.7 of the Consultant Guidelines.

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Summer Employment 5.10.1 Summer employment is defined as temporary employment of employees during their non-contract days between the end of one school year and the beginning of the next school year in classifications covered by this agreement. 5.10.2 All terms and conditions of this agreement shall be in force throughout any period of "summer employment" except for any deviations specifically addressed in thissection. 5.10.3 Employees who wish to be employed in summer employment must apply for a position(s) advertised on the district's employment website as temporary summer positions become available. 5.10.4 Employees shall be eligible for summer employment according to the employee's classification, district wide seniority, training, experience, and skills and the needs of the district.