SPECIFIC PENALTIES. 5.01 Without restricting the Company right to discharge for cause, generally the specific penalty for the following infractions may be cause for suspension or discharge:
(a) Misappropriation of funds, defalcation or any other fraudulent actions;
(b) Theft;
(c) Destruction or sabotage of Company or client property;
(d) Unauthorized disclosure of confidential information regarding the affairs of the company or any of its clients;
(e) Bond revocation;
(f) Being under the influence of alcohol or unprescribed drugs while on the job;
(g) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application;
(h) Conviction of a criminal offence, except Highway Traffic offences;
(I) Fighting on company premises;
SPECIFIC PENALTIES. As per Article 5 of main body of Agreement.
SPECIFIC PENALTIES. 4.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following infractions will (as opposed to may) be just cause for suspension or discharge:
a) Misappropriation of funds, defalcation or any other fraudulent actions
b) Theft;
c) Intentional damage, destruction or sabotage of Company or client property;
d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients;
e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance.
f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules.
g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation;
h) Fighting on company premises;
i) Swearing at a customer.
j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer.
k) Using an Employer’s computer or internet access to download, view or send harassing, discriminatory or vulgar material. Where, in the opinion of the Employer there are mitigating circumstances, the Employer may, at its sole discretion, decide not to invoke this article. Before ordering the reinstatement of an employee whose employment has been terminated for one of the above offenses, an arbitrator must first consider all other possible alternative remedies.
SPECIFIC PENALTIES. Without restricting the Company right to discharge for cause, generally the specific penalty for the following infractions may be cause for suspension or discharge: Misappropriation of funds, defalcation or any other fraudulent actions; Theft; Destruction or sabotage of Company or client property; Unauthorized disclosure of confidential information regarding the affairs of the company or any of its clients; Bond revocation; Being under the influence of alcohol or drugs while on the job; Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; Conviction of a criminal offence, except Highway Traffic offences; Fighting on company premises;
SPECIFIC PENALTIES. County may impose a penalty, as specified herein for each occurrence of the incidents described below. Contractor will pay County monthly for any penalties upon receipt and acceptance by County of performance reports with penalties identified for the previous calendar month. If Contractor disputes County’s response time calculation, or the imposition of any other penalties, Contractor may appeal to the EMS Agency in writing within ten (10) business days of receipt of notice of penalty. The written appeal shall describe the problem and an explanation of the reasons why such penalty should not be assessed. The Technical Advisory Group (TAG) shall review all appeals and shall issue a decision regarding the ruling as to the issues at hand and determination regarding the imposition, waiver, reduction or suspension of the penalty in writing to Contractor and Health Care Services Director within thirty (30) business days of receipt of such requests and advise of the determination of such review. The decision of the Health Care Services Director regarding such matters shall be final.
SPECIFIC PENALTIES. Without restricting the Company's right to discharge for cause generally, the specific penalty for the following shall be discharge: misappropriation of funds, defalcation or any other fraudulent action; theft, possession of Company or customer property without adequate explanation; destruction or sabotage of property of the Company, its customers or fellow employees; unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients; bond revocation for those required to be bonded; consuming at work alcohol or drugs or being under the influence of alcohol or drugs while on the job; falsification of records and documents arising in the course of the employee's work; employees fighting on Company premises; falsification of application for employment or documents relating thereto. In such cases the jurisdiction shall be limited to whether or not the infraction has occurred.
SPECIFIC PENALTIES. Without restricting the Company's right to discharge for cause generally, the specific penalty for the following shall be discharge:
SPECIFIC PENALTIES.
5.01 Without restricting the Employer’s right to discharge for just cause, generally the specific penalty for the following proven infractions will (as opposed to may) be just cause for suspension or discharge:
a) Misappropriation of funds, defalcation or any other fraudulent actions
b) Theft;
c) Intentional damage, destruction or sabotage of Company or client property;
d) Unauthorized disclosure of confidential information regarding the affairs of the Company or any of its clients;
e) Being under the influence of alcohol or unprescribed drugs while on the job, to the extent that he/she cannot perform the duties of their job without harm or risk of harm to him/herself and/or others; or disruption to the workplace; or cannot meet normal standards of job performance.
f) Falsification of application for employment or documents related thereto, respecting information which the Company would have acted upon had it received such information at the time of application; falsification or unauthorized alteration of Employer records, payroll records, time cards, or schedules.
g) Conviction of any indictable offense or crime which can reasonably be construed to indicate that continued employment would constitute a threat or hazard to fellow employees, customers, the Employer, its property, or its reputation;
h) Fighting on company premises;
i) Swearing at a customer.
j) Threatening, intimidating or sexually harassing any employee, manager, supervisor or customer.
SPECIFIC PENALTIES. 7.01 Where it is necessary to search an employee’s locker or personal belongings, the said search will be conducted with the employee present and the employee may request the presence of a Xxxxxxx.
SPECIFIC PENALTIES. If there are specific penalties for violating a Rule, they are shown at the end of the Rule. The penalty section also states whether the violator must attend the Hearing.
