Unacceptable Conduct. Knutsford Academy and Cheshire Studio School will not tolerate any abuse directed towards individual members of staff or the organisation and direct communication with the individual/s concerned will be carefully managed and/or terminated.
Unacceptable Conduct. You agree that GBI may at any time, and at its sole discretion, terminate your registration without prior notice to you if it suspects you have violated any of the above provisions, the copyright of any party, or for other reasons that GBI deems to necessitate such termination. You agree that upon termination, GBI may delete all files and information related to your account and may bar access to your account. Further, you agree that GBI shall not be liable to you or any third party for any termination of your access to the Site or the Service.
Unacceptable Conduct. CMCA may at any time restrict, suspend or terminate your access to the CMCA Forum in whole or part and without notice or reason.
1. Temporary suspension ( After close of business) – Further sanction may occur following review by NHQ
2. One warning
3. Member suspension from forum ( three months)
4. Member suspension from forum ( indefinitely) If Content or your participation on the CMCA Forum is not in accordance with this Forum User Agreement or is otherwise not acceptable to CMCA, the following options are available to CMCA, in their sole discretion:
8.1. Your Content may, in whole or in part, be temporarily or permanently amended, edited or removed from the CMCA Forum;
8.2. You may be issued with a warning. You will receive only ONE warning prior to suspension;
8.3. Your continued participation on the CMCA Forum may be subject to such conditions or restrictions as are stated to you;
8.4. Your participation on the CMCA Forum may be suspended for such period as is stated to you, until reviewed– for the first offence there will be a warning, for the second offence there will be automatic suspension for three months and for the third, suspension indefinitely; CMCA may cancel this Forum User Agreement with you, and terminate your access to the CMCA Forum;
8.5. In certain circumstances, your membership of CMCA may be suspended or revoked in accordance with the provisions of clause 17 of the CMCA Constitution; and/or
8.6. Such other action as CMCA or the Moderator reasonably considers is appropriate in view of the circumstances. Generally, Moderators will provide reasons for their decisions, however the matter is not open for debate. Please see ‘Complaints Procedure’ for further actions.
Unacceptable Conduct. Unacceptable conduct includes a variety of behaviors, including but not limited to: and away. Unacceptable conduct that continues over a prolonged period of time will be considered a pattern of unacceptable behavior. Examples of behavior patterns may include:
Unacceptable Conduct. Xxx Xxxxxxx Xxxxxxx will not tolerate any abuse directed towards individual members of staff or the organisation and direct communication with the individual/s concerned will be carefully managed and/or terminated.
Unacceptable Conduct. Unacceptable conduct includes, but is not limited to:
1. Failure to meet the responsibilities of instruction, including:
a. arbitrary denial of access to instruction;
b. substantial and unreasonable intrusion of material unrelated to the course;
c. failure to adhere, without legitimate reason, to meet class, hold class for the entire scheduled time, to keep office hours, or to hold examinations as scheduled;
d. evaluation of student work by criteria not directly reflective of course performance;
e. unreasonable and unexcused delay in evaluating/grading and returning student work.
2. Discrimination, including harassment (including quid pro quo or hostile environment discrimination) against a student on political grounds, or for reasons of race, religion, sex, sexual orientation, sexual identification, ethnic origin, national origin, ancestry, marital status, medical condition, height, weight or veteran status.
3. Violation of College policy applying to non-discrimination against students on the basis of disability or need for accommodations.
4. Use of the position of powers as a faculty member to cause any type of harm to a student for personal reasons.
5. Participating in or deliberately abetting disruption, interference, or intimidation in the classroom.
6. Entering into a romantic or sexual relationship with any student for whom a faculty member has academic responsibility (instructional, evaluative, or supervisory).
7. Acting or speaking in their personal or private capacities while stating incorrectly that they are the positions or opinions of the College or its Board of Trustees.
8. Using or attempting to use their position to improperly secure, request, or grant any privilege, exemption, advantage, or preferential treatment for himself or herself, or any other person or business entity.
9. Directly or indirectly, using, attempting to use, or permitting another to use any College equipment, facilities, supplies, or staff for personal or commercial gain without the prior consent of the College.
10. Engaging in employment or rendering services for a public or private interest or business entity where such employment or service is incompatible or in conflict with the proper discharge or performance of the faculty member’s duties and responsibilities.
11. Soliciting or accepting any gift, funds or gratuities, with a value in excess of $50, from any student, individual or business entity that: (1) is seeking official action by a faculty member or the Colle...
Unacceptable Conduct. Examples of unacceptable behaviors and/or patterns of conduct by employees may include, but are not limited to, the following: • Inappropriate physical contact with a student • Comments or actions directed to a student or students that could be considered harassment, such as speech intended to intimidate or belittle a student or persistent attention, without legitimate educational purpose • Showing pornography to a student • Singling out a particular student or students for personal attention and friendship • Socializing where students are consuming alcohol, drugs, or tobacco • Encouraging students to confide their personal or family problems or information about their relationships. If a student initiates such discussions, employees are expected to exercise caution and refer the student to a School Administrative Director or School Principal to ensure parents are involved as appropriate. • Sending students on personal errands that do not have legitimate educational purpose • Banter, allusions, jokes or innuendos of a sexual nature with students • Disclosing inappropriate personal information about private matters to students • Addressing students or permitting students to address employees with personalized terms of endearment, pet names, or otherwise in an overly familiar manner • Maintaining personal contact with a student outside of school by phone, email, instant messenger or internet chat rooms, social networking web sites, cards, or letters without including the parent/guardian, unless such contact is for the purpose of conducting legitimate school business, such as conveying schedule information. • Showing favoritism or creating the appearance of favoritism by providing personal gifts to individual students. Notes or cards of recognition and encouragement shall not be construed as a personal individual gift. • Socializing or spending time with students outside of the school day or school-sponsored events, except as required by educational responsibilities or as participants in organized community activities, unless the employee is also a parent and the social contact with the student is a result of the student’s relationship with the employee’s child • Giving a student a ride alone in a vehicle in a non-emergency situation • Invading a student’s privacy, (e.g., walking in on the student in the bathroom unannounced)
Unacceptable Conduct. The following types of conduct are grounds for immediate suspension of service pending investigation by BOL and may result in termination of the account(s) the investigation determines to have originated or transmitted these types of traffic. In addition, BOL reserves the right, where feasible, to implement technical mechanisms which block multiple postings by a BOL Customer as described in (a) and (b) below before such postings are forwarded:
(a) Posting a single article or substantially similar articles to an excessive number of news groups (i.e., more than 20) or continued posting of articles which are off-topic (e.g., off-topic according to the news group charter or the article provokes complaints
(b) Sending unsolicited mass emailings (i.e., to more than 25 users) which provoke complaints from the recipients.
(c) Engaging in either (a) or (b) from a provider other that BOL and using an account on BOL as a mail drop for responses, or to draw attention to a web site hosted within BOL’s networks.
(d) Continued harassment of other individuals on the Internet after being asked to stop by those individuals and by BOL.
(e) Mail bombing, i.e., sending large volumes of unsolicited e-mail to individuals or to individual business accounts.
(f) Impersonating another user or otherwise falsifying one’s user name in email, Usenet postings, on Internet Relay Chat (IRC), or with any other Internet Service. (This does not preclude the use of nicknames in IRC or the use of anonymous remailer services.)
(g) Privacy violations: Attempts, whether successful or not, to gain access to any other system or users’ private data without express consent of the user.
(h) Use of IRC bots or clonebots on BOL, whether on IRC servers controlled by BOL or by other parties. An IRC bot is a program which runs and is connected to an IRC server 24 hours a day, automatically performing certain actions.
(I) Network unfriendly activity: Attempts to interfere with the regular workings of BOL’s systems or network connections or which adversely affect the ability of other people or systems to use BOL services or the Internet, including but not limited to:
1. any unauthorized attempts by a user to gain root access or access to any account not belonging to that user on this or any other BOL system;
2. any use of this or any other BOL system as a staging ground to disable other systems.
(j) You will not Post or Transmit any Unlawful, Obscene, or Pornographic information of any kind, including without lim...
Unacceptable Conduct. You are prohibited from violating or attempting to violate any security features of the Website, including, without limitation:
6.1. Accessing content or data not intended for you, or logging onto a server or account that you are not authorized to access;
6.2. Attempting to probe, scan, or test the vulnerability of the website, or any associated system or network, or to breach security or authentication measures without proper authorization;
6.3. Interfering or attempting to interfere with our services to any user, host, or network, including, without limitation, by means of submitting a virus to the website, overloading, flooding, spamming, mail bombing, or crashing the Website;
6.4. Using the Website to send unsolicited e-mail, including, without limitation, promotions, or advertisements for products or services;
6.5. Forging any TCP/IP packet header or any part of the header information in any e- mail or in any posting using the website; or
6.6. Attempting to modify, reverse-engineer, decompile, disassemble, or otherwise reduce or attempt to reduce to any form any of the source code used by us to provide and maintain the Website. Any violation of system or network security may subject you to civil liability, criminal liability, or both.
Unacceptable Conduct. Progressive discipline will be administered when an employee’s conduct constitutes unacceptable behavior. Any infractions within one (1) year under this category which fall under this category will be considered in determining any future discipline. Unacceptable conduct includes but is not limited to: • Smoking in a restricted area (no safety hazard present only) • Reporting to work under the influence of alcohol or illicit drugs • Bringing in or consuming alcoholic beverages or illicit drugs on Company Property • Fighting, threatening, intimidating, interfering with fellow employees, or horseplay on Company property • Littering by improper disposal or refuse • Unauthorized visitors in the plant. • Falsifying time records • Repeated failure to punch time clock • Leaving department, normal working area, or plant during working hours without permission • Refusal to follow instructions or to do the work as assigned. • Refusal to obey orders of Xxxxxxx or other members of the supervisory staff. • Interference with the operation of any staff department • Stealing from each other or from the Company • Misusing or removing from Company property without proper authorization, Company materials, property or products including tools, blueprints, data or documents. • Deliberately damaging Company tools, machines or equipment. • Abusing or defacing property of Company or other employees • Immoral or indecent conduct on Company property • Gambling, running books, handling betting slips or operating games of chance on Company property • Restriction of output by any means • Wasting time or loitering during working hours • Careless workmanship resulting in loss of material or production, increased cost, tool damage, equipment damage, etc. • Approving non-confirming product • Pre-labeling/mis-labeling containers • Not calling in prior to being absent or late (minimum 1 hour notification) The progressive disciplinary steps are as follows:
Step 1: Verbal Warning Step 2: Written Warning Step 3: Suspension (1 day) Step 4: Suspension (3 day) Step 5: Termination. One or more steps may be bypassed given the nature and severity of the conduct.