Serious Misconduct. In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, each Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). Each Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance.
Serious Misconduct. Nothing in this Agreement shall affect any legal right of the Employer to dismiss without notice any Employee, whether on tour or away from the place of employment or not, for malingering, neglect of duty or misconduct; and in the case of such dismissal wages shall be payable for the employment up to but not after the time of dismissal. In the event of any such Employee being away from his/her place of engagement the Employer shall pay the fare of the Employee back to the Employee's place of residence and the Employer shall ensure that the Employee is provided with transport back to the place of his/her residence as expeditiously as possible.
Serious Misconduct. Depending on the circumstances the term serious misconduct includes: • failure to follow a reasonable and lawful direction • wilful or deliberate behaviour by an employee that is inconsistent with the continuation of the contract of employment • theft • unauthorised removal or wilful destruction of the Employer’s property • fraud or attempted fraud against Employer for example falsification of a timesheet • being intoxicated at work • working under the influence of alcohol and/or illegal substance/s or intoxicant/s • possession, consumption, use, or sale of illegal substance/s or intoxicant/s at the workplace • fighting at the workplace • conduct that causes serious and imminent risk to the health or safety of a person. • conduct that causes serious and imminent risk to the reputation, viability or profitability of the Employer's business • deliberate acts of negligence • a serious breach of the Employer’s policy or procedures • all forms of discrimination, bullying, harassment and sexual harassment
Serious Misconduct. In the event of establishing serious misconduct an employee may face a final warning or potentially dismissal depending on the circumstances. If a final warning is issued (rather than dismissal being confirmed) then this may be accompanied by further sanctions including revocation of privileges, remedial training, an impact on the annual performance review and forfeiture of discretionary incentive pay may be considered.
Serious Misconduct. In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction. The Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Prior to issuing any form of disciplinary action to an employee, an Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action.
Serious Misconduct. A fundamental or serious breach of our policies and practices.
Serious Misconduct. ANZ may terminate your employment at any time, without notice, because of your serious misconduct, serious neglect of duty, or serious breach of any of the terms of this employment agreement. In such circumstances, you will only be entitled to payment of TEC up to the date of termination.
Serious Misconduct. In the case of serious misconduct, the Employer may in its sole discretion, for just cause, bypass any one or all of the steps of progressive discipline. Examples of serious misconduct include, but are not limited to, misrepresentation on employment applications, misrepresenting time and tasks, patient abuse, violence, theft, and “no call, and no show.” In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). The Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Prior to issuing any form of disciplinary action to an employee, the Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action.
Serious Misconduct the Defaulting Party is guilty of gross negligence in the performance of its duties under this Agreement provided that if any of the events or circumstances specified in subclauses 11.4.1(a) to (h) inclusive above applies or occurs in relation to Xxxxxxxx & Co (or any wholly owned subsidiary of Xxxxxxxx & Co which holds equity share capital in the Manager) or any Approved Person which has entered a contract with the Manager in accordance with subclause 3.4.4 (as if any such company or person were the Defaulting Party), and in each of these circumstances the Manager shall be deemed to be the Defaulting Party).
Serious Misconduct. The Board may terminate this Contract in the event the Superintendent engages in serious misconduct with includes, but is not limited to, the following: (1) conviction for, indictment regarding (or procedural equivalent), or the entering of a guilty plea (or plea of nolo contendere) to, any crime with respect to which imprisonment is a possible punishment (whether or not actually imposed), which involves moral turpitude or which might, in the opinion of the Board, cause embarrassment to the District; (2) engaging in acts which are defined as moral turpitude under state or federal law and cause embarrassment to the District; (3) willful malfeasance or gross negligence in the performance of Superintendent’s duties hereunder which could be materially and demonstrably injurious to the District; (4) commission of an act of fraud, embezzlement, theft or material dishonesty against the District; (5) material breach of any material term of this Contract or willful failure or refusal to perform any material obligation or duty as required by this Contract that has not been cured within thirty (30) days after written notice of such noncompliance has been given to the Superintendent by the Board; (6) persistent violation of or refusal to obey the school laws of the state or reasonable regulations prescribed for the government of the public schools by the State Board of Education or by the Board; or (7) any other cause listed in the California Education Code.
