SUMMARY DISMISSAL FOR GROSS MISCONDUCT Sample Clauses

SUMMARY DISMISSAL FOR GROSS MISCONDUCT. (a) Gross misconduct Each company's disciplinary procedure shall include an indicative, non-exhaustive list of serious infringements that management shall normally treat as gross misconduct justifying summary dismissal without notice. Examples of infringements that might be expected to feature in such a list are given in NAECI 15.7.1 and 15.7.2.
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SUMMARY DISMISSAL FOR GROSS MISCONDUCT. In the event of gross misconduct the Company reserves the right to dismiss an employee summarily (without notice or payment in lieu of notice). Gross misconduct is behaviour which, if proven, is serious enough to justify the termination of the employment contract and make any further working relationship and trust between the employee and the Company impossible. The following non-exhaustive list provides examples of conduct which will be considered to be gross misconduct by the Company:
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Related to SUMMARY DISMISSAL FOR GROSS MISCONDUCT

  • 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.

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

  • 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.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

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