Allegations of Misconduct Clause Samples
The Allegations of Misconduct clause sets out the procedures and responsibilities when one party is accused of improper or unethical behavior. Typically, it outlines how allegations should be reported, investigated, and resolved, and may specify timelines, confidentiality requirements, and possible consequences for substantiated claims. This clause ensures that there is a clear, fair process for addressing misconduct, protecting both the integrity of the organization and the rights of the individuals involved.
Allegations of Misconduct. This Section 4.2 describes the process that is used to address complaints or concerns of misconduct by Resident. Misconduct includes, without limitation, improper behavior, negligent or intentional wrongdoing, and violations of law or any applicable standards of practice or policy of the Residency Program, College, UC Health, UCMC or any hospital or facility where Resident receives training as part of the Residency Program. As stated in section 4 above, complaints or concerns of unprofessional behavior may also be processed under this section 4.2 .
Allegations of Misconduct. This Section 4.2 describes the process that is utilized if Resident is believed to have engaged in misconduct. Misconduct includes, without limitation, improper behavior, negligent or intentional wrongdoing, and violations of law, standards of practice or policy of the Residency Program, College, UC Health, or any hospital or facility where Resident receives training as part of the Residency Program. Misconduct may also include unprofessional behavior, which may trigger processing under the Academic Deficiencies process set forth in Section 4.1. Processing of an allegation of unprofessional behavior may proceed simultaneously under Section 4.1 and Section 4.2. If any resident, College associate, attending physician or faculty member, or other person believes that Resident has engaged in misconduct of any kind, he or she should immediately report his/her concerns
1) to his/her immediate supervisor who will communicate the allegations to the Resident’s Program Director or 2) directly to the Resident’s Program Director, or 3) to the DIO who will communicate the allegations to the Residency Program Director.
Allegations of Misconduct. When the District receives a complaint or allegation that may be used in discipline, the District will share the nature of the allegations with the employee and the Association President within five (5) workdays of receipt, except in cases in which the District has been asked by an outside investigative agency to protect the confidentiality of the allegations. Anonymous complaints may not be used against an employee unless the complaint is investigated thoroughly and found to be true.
Allegations of Misconduct. Where misconduct is alleged, the head of service will inform the employee of the allegation unless it is inappropriate to do so. The head of service may immediately transfer the employee to other duties, re- allocate duties away from the employee or suspend the employee with pay. The head of service may suspend an employee without pay where serious misconduct is alleged against the employee.
Allegations of Misconduct. The allegation by a Governmental Authority or Responsible Person that (other than as disclosed by the Servicers to the Purchasers in the supplement to the Fee Letter delivered in connection with the First Amendment dated as of March 31, 2005 to the Original Receivables Sale Agreement) the adjustments described in the definition of Specified Adjustment result from fraud, misconduct or similar circumstances; or
Allegations of Misconduct. Any behaviour or alleged behaviour in breach of the code of conduct above will be investigated under the CYM Disciplinary Procedure (available on request). Any interpretation of what constitutes a breach will be the responsibility of the HoC.
Allegations of Misconduct. 92.1 In cases where misconduct is alleged, the manager/supervisor will gather sufficient information in a timely manner to determine whether the seriousness of the matter warrants investigation by the Chief Executive under clause 94. The employee will be informed of the allegations unless the manager/supervisor considers it inappropriate to do so.
92.2 For purposes of this Section, misconduct consists of any of the following:
(a) the employee fails to meet the obligations set out in section 9 of the PSM Act (this may include bullying and harassment or discrimination);
(b) the employee engages in conduct that has, or is likely to, bring the Agency or ACTPS into disrepute;
(c) the employee returns to duty after a period of unauthorised absence and does not offer a satisfactory reason on return to work;
(d) the employee is convicted of a criminal offence or where a court finds that an employee has committed an offence but a conviction is not recorded, taking into account the circumstances and seriousness of the offence, the duties of the employee and the interests of the ACTPS and/or of the Agency;
(e) the employee fails to notify the Agency of criminal charges in accordance with clause 98.
92.3 In cases where serious misconduct is alleged, the Chief Executive may inform the employee and may immediately transfer the employee to other duties, re-allocate duties away from the employee or suspend the employee in accordance with Clause 97 while the alleged misconduct is investigated.
92.4 In deciding whether misconduct is or might be serious misconduct for the purposes of clause 92.3, the Chief Executive will have regard to the kinds of conduct described as ‘serious misconduct’ in regulation 12.10 of the Workplace Relations Regulations.
Allegations of Misconduct. TodayCare is required to maintain a written record of all allegations of misconduct against an employee of the Center. In conformance with applicable laws and regulations, including but not limited to the Child Protective Services Law, allegations shall be investigated by managerial staff of TodayCare, and a written statement describing the investigation, the conclusion thereof, and any remedial steps taken, shall become part of the record of the allegation. Misconduct includes, but is not limited to: allegations regarding abuse, mistreatment, neglect, or other endangerment of the welfare of a child; drug or alcohol abuse; and physical abuse or harassment of co-workers. Misconduct shall be reported to child protective services and/or police officials when it results in or creates the potential for a threat to the health and safety of children in care. TodayCare shall require all employees at the Center to promptly report any observed or reported allegations of misconduct to the managerial staff of TodayCare. Upon enrollment, parents shall be given, in writing, contact information to report allegations of misconduct to the managerial staff of TodayCare.
Allegations of Misconduct. If, after conducting the evidence gathering process, the head of service is of the opinion that the alleged misconduct cannot be resolved informally in accordance with subclause H5.4, the head of service will: (a) investigate the alleged misconduct by making arrangements for an appropriately trained or experienced person (the investigating officer) to investigate the alleged misconduct; and (b) inform the Human Resources Manager.
Allegations of Misconduct. TodayCare will address all allegations of misconduct in accordance with its policies, which TodayCare shall supply to Client upon Client’s request.