Your behaviour Sample Clauses

Your behaviour. (a) You must not engage in any behaviour or any conduct that threatens, abuses, intimidates or harasses another resident, guest or Our staff or participate in any behaviour that is illegal whilst in the Room, Building or Common Property. (b) You must be adequately clothed when on Common Property and balconies. You must not use language or behave in a way which might offend or embarrass others using the Building or Common Property.
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Your behaviour. (a) You agree on your behalf and on behalf of all persons named on the booking form that every such person will at all times and for all purposes relevant to your holiday arrangements act with reasonable care and refrain from all forms of antisocial behaviour. We cannot be held responsible for the actions or behaviour of other guests or individuals who have no connection with your booking arrangements or with us. (b) You and/or your party may also be required to pay for any loss and/or damage caused by your actions and we will hold you and each member of your party jointly and individually liable for any damage or losses caused by you or any member of your party. Full payment for any such damage or losses must be paid directly to the relevant supplier prior to departure. If you fail to make payment, you will be responsible for meeting any claims (including legal costs) subsequently made against us as a result of your actions together with all costs we incur in pursuing any claim against you. (c) If we or any other person in authority have reasonable cause to believe that there has been antisocial behaviour on the part of any person named on the booking confirmation that is causing, or is likely to causes distress, danger or annoyance to any other customers or any third party, or damage to property, or to cause a delay or diversion to transportation, we have the absolute right to terminate all further performance of the contract including your right to transfers or to remain in any accommodation and to return flights and we shall have no liability whatsoever to pay compensation or make any refunds or make alternative accommodation or transport arrangements. (d) You agree that any accommodation provided pursuant to this contract is only for the use and enjoyment of the persons named on the booking confirmation. You will not allow any other person to stay there. (e) We and the owners and managers of the accommodation in which you stay have the right to enter any holiday accommodation at such times and for such purposes (including but not limited to inspection, cleaning and repairs) as may be reasonable in the circumstances.
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Your behaviour. 6.1 You will be living in a shared home environment. We expect you to behave reasonably, politely and appropriately towards our staff, the other residents and any visitors to the home. In particular, you must not: (a) annoy or cause a nuisance to the other residents or the staff at the home; (b) behave in an indecent or illegal way; (c) cause a disturbance; (d) abuse alcohol or any other substances; or (e) smoke cigarettes, cigars, e-cigarettes or any other substance inside the home. You must keep to: (a) any safety regulations that the home issues from time to time; and (b) the regulations of the home, which you can read at reception and in your room.
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Your behaviour. A.11.1 It is important that you behave responsibly and with consideration for others during your holiday. Accordingly, to the extent that we, or one of our Travel Providers, believe that your actions could or have caused disruption or annoyance, or a risk of safety, or damage to property, to us, our Travel Providers or other customers, or if it is believed that you are not fit to travel, then we may cancel your booking without further liability to you (and in the case of WTL Dynamic Package Holidays, the provisions of Section B.7 below shall not apply). A.11.2 In the event that your behaviour causes loss or damage to any person or property for which we are liable, you agree to compensate us in full for such loss and damage, together with any legal costs which we may incur in pursuing this claim against you.
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Your behaviour. As well as being responsible for your own behaviour, you are also responsible for the behaviour of anyone else living in or visiting your home. This includes the areas you share with other households or areas around your home and estate. 5.7.1 You must not abuse, harass or intimidate (physically, verbally or in any other way) any council member, employee or contractor we have employed, or any other person lawfully in the area, or behave in a way which is likely to cause alarm or distress to any council member, employee or contractor or any other person lawfully in the area. 5.7.2 You must not carry out, or allow anyone living with you to carry out, any form of harassment or other antisocial behaviour. 5.7.3 You should not recklessly or deliberately make noise that causes or is likely to cause a nuisance at any time. In any case, you should only use equipment which makes a noise (e.g. washing machine or DIY equipment) during the daytime and not late at night (after 10:00pm) or early in the morning (before 08:00) 5.7.4 You must not allow any visitors to carry out any form of harassment or other anti-social behaviour. 5.7.5 Harassment or antisocial behaviour is any act or failure to act which interferes with the peace and comfort of our employees, members or contractors, other residents or any other member of the general public. It includes (but is not limited to) the following. • Harassing someone because of their age, sex, race, colour, religion, culture, sexuality, disability or lifestyle. • Being violent or threatening violence. • Being abusive or using insulting words or behaviour. • Being offensive • Damaging, or threatening to damage, someone else’s property. • Writing graffiti, particularly graffiti which is abusive, threatening, offensive or insulting. • Making unnecessary or excessive noise, including arguing and slamming doors, playing a musical instrument, or playing music or having your TV so loud that it can be heard outside your home. • Using, or allowing someone else to use, the property for handling or storing stolen goods. • Any nuisance or annoyance caused by pets including barking or not cleaning up after your pets. • Playing ball games close to someone else’s home. 5.7.6 You must not commit, or allow anyone who lives with you to commit, an arrestable offence in the area your home is in. 5.7.7 You must not use the property, or allow anyone else to use the property, for any illegal activity (this includes selling, storing or taking drugs, p...
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Your behaviour. 3.1 Except as set out in clause 3.2 below, you will not capture, log, record, transmit, play, issue, show or otherwise communicate (by digital or other means) any Material in relation to the Match, any players or other persons present in the Ground and/or the Ground, nor may you bring into the Ground or use within the Ground (or provide to, facilitate or otherwise assist another person to use within the Ground) any equipment or technology which is capable of capturing, logging, recording, transmitting, playing, issuing, showing or otherwise communicating (by digital or other means) any such Material. Any person acting in breach of this provision may have such equipment or technology confiscated and/or will be required to deliver up any tapes, films, disks, memory cards, memory sticks or other recordings of the Material (and all copies thereof) in whatever form, to the Premier League and/or the Club and the copyright, database right and all other rights, title and interest in and to all Material is hereby assigned to the Premier League, including by way of present assignment of future copyright pursuant to relevant UK copyright laws. You further agree (if and whenever required to do so 3.2 Mobile telephones and other mobile devices are permitted within the Ground, PROVIDED THAT (a) they are used for personal and private use only (which, to avoid doubt and by way of example only, will not include the capturing, logging, recording, transmitting, playing, issuing, showing, or any other communication of any Material for any commercial purposes); and (b) no Material that is captured by a mobile telephone or other mobile device may be published or otherwise
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Your behaviour. You must use the Hosting and Support Services in accordance with the AUP.
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Your behaviour 
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Related to Your behaviour

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Your Privacy Protecting your privacy is very important to us. Please review our Privacy Policy in order to better understand our commitment to maintaining your privacy, as well as our use and disclosure of your information.

  • Your Data Subject to the limited rights granted by You hereunder, We acquire no right, title or interest from You or Your licensors under this Agreement in or to Your Data, including any intellectual property rights therein.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Professional Development; Adverse Consequences of School Exclusion; Student Behavior The Board President or Superintendent, or their designees, will make reasonable efforts to provide ongoing professional development to Board members about the adverse consequences of school exclusion and justice-system involvement, effective classroom management strategies, culturally responsive discipline, appropriate and available supportive services for the promotion of student attendance and engagement, and developmentally appropriate disciplinary methods that promote positive and healthy school climates, i.e., Senate Bill 100 training topics. The Board will conduct periodic self-evaluations with the goal of continuous improvement. New Board Member Orientation The orientation process for newly elected or appointed Board members includes:

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Your Content Certain of our Services may a low you to upload, post, transmit or make available content and materials to or through them(“Your Content”). You agree that you are responsible for Your Content and we sha l not, except as otherwise set forth herein, be responsible for Your Content. You represent that you own a l Inte lectual Property Rights (as defined below) in Your Content.

  • Nepotism No employee shall be directly supervised by a member of his/her immediate family. “

  • Abuse and Neglect of Children and Vulnerable Adults: Abuse Registry Party agrees not to employ any individual, to use any volunteer or other service provider, or to otherwise provide reimbursement to any individual who in the performance of services connected with this agreement provides care, custody, treatment, transportation, or supervision to children or to vulnerable adults if there has been a substantiation of abuse or neglect or exploitation involving that individual. Party is responsible for confirming as to each individual having such contact with children or vulnerable adults the non-existence of a substantiated allegation of abuse, neglect or exploitation by verifying that fact though (a) as to vulnerable adults, the Adult Abuse Registry maintained by the Department of Disabilities, Aging and Independent Living and (b) as to children, the Central Child Protection Registry (unless the Party holds a valid child care license or registration from the Division of Child Development, Department for Children and Families). See 33 V.S.A. §4919(a)(3) and 33 V.S.A. §6911(c)(3).

  • Employability Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.

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