APPROPRIATE STANDARDS OF BEHAVIOR Sample Clauses

The "Appropriate Standards of Behavior" clause sets expectations for how parties should conduct themselves during the course of their relationship or engagement. It typically outlines acceptable and unacceptable behaviors, such as prohibiting harassment, discrimination, or unethical conduct, and may reference adherence to specific codes of conduct or professional standards. This clause serves to foster a respectful and safe environment, mitigate potential conflicts, and protect all parties from misconduct or reputational harm.
APPROPRIATE STANDARDS OF BEHAVIOR. Summer PAL Resident Assistants serve as role models and representatives ▇▇▇▇▇ College. As such, Summer PAL Resident Assistants are expected to conduct themselves in a manner worthy of the respect afforded to the role. This includes conducting oneself in an honest, conscientious, and professional manner, and refrain from activities, including virtual self-presentation (online presence), which detract from the position or reflect negatively the ▇▇▇▇▇ College. Summer PAL Residents Assistants are strongly encouraged to refrain from posting information and/or pictures which violate College policies, values, or can be perceived to hinder the credibility in performing position responsibilities. Summer PAL Resident Assistants are expected to maintain a positive attitude towards the position and fulfillment of the expectations and responsibilities. Resident Assistants are expected to adhere to all federal and Massachusetts Commonwealth Laws, and College and Residence Life & Housing policies. This includes strict adherence to the College’s alcohol and drugs policies. In addition, Summer PAL Resident Assistants must not consume alcohol throughout the duration of the Summer PAL program. Expectations regarding appropriate standards of behavior are in effect from the initial offer of the position, and throughout the length of employment. Any Summer PAL Resident Assistant found responsible for a violation of the College’s alcohol and/or drug policies, and/or is placed on Student Conduct status, and/or conducts behavior that compromises the ability to perform both routine and emergency duties, may have their offer rescinded or be terminated from the position.
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APPROPRIATE STANDARDS OF BEHAVIOR. College Search East Resident Assistants serve as role models and representatives ▇▇▇▇▇ College. As such, College Search East Resident Assistants are expected to conduct themselves in a manner worthy of the respect afforded to the role. This includes conducting oneself in an honest, conscientious, and professional manner, and refrain from activities, including virtual self- presentation (online presence), which detract from the position or reflect negatively the ▇▇▇▇▇ College. College Search East Residents Assistants are strongly encouraged to refrain from posting information and/or pictures which violate College policies, values, or can be perceived to hinder the credibility in performing position responsibilities. College Search East Resident Assistants are expected to maintain a positive attitude towards the position and fulfillment of the expectations and responsibilities. Resident Assistants are expected to adhere to all federal and Massachusetts Commonwealth Laws, and College and Residence Life & Housing policies. This includes strict adherence to the College’s alcohol and drugs policies. In addition, College Search East Resident Assistants must not consume alcohol throughout the duration of the College Search East program. Expectations regarding appropriate standards of behavior are in effect from the initial offer of the position, and throughout the length of employment. Any College Search East Resident Assistant found responsible for a violation of the College’s alcohol and/or drug policies, and/or is placed on Student Conduct status, and/or conducts behavior that compromises the ability to perform both routine and emergency duties, may have their offer rescinded or be terminated from the position.
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APPROPRIATE STANDARDS OF BEHAVIOR. Resident Assistants serve as role models and representatives of Residence Life & Housing and ▇▇▇▇▇ College. As such, Resident Assistants are expected to conduct themselves in a manner worthy of the respect afforded to the role. This includes conducting oneself in an honest, conscientious, and professional manner, and refraining from activities, including virtual self-presentation (online presence), which detract from the position or negatively reflect on Residence Life & Housing and/or ▇▇▇▇▇ College. Residents Assistants are strongly encouraged to refrain from posting information and/or pictures which violate College policies, values, or can be perceived to hinder the credibility in performing position responsibilities. Resident Assistants are expected to maintain a positive attitude towards the position and fulfillment of the expectations and responsibilities. This includes respecting the decisions made by Residence Life & Housing and/or the College, and fully supporting Residence Life & Housing in all major endeavors. Resident Assistants are expected to adhere to all federal and Massachusetts Commonwealth Laws, and College and Residence Life & Housing policies. This includes strict adherence to the College’s alcohol and drugs policies. Resident Assistants must not be under the influence of any alcohol, drug, or other substance while serving in any capacity in the Resident Assistant position. Expectations regarding appropriate standards of behavior are in effect from the initial offer of the position, and throughout the length of employment. Any Resident Assistant found responsible for a violation of the College’s alcohol and/or drug policies, and/or is placed on Community Standards status, and/or conducts behavior which compromises the ability to perform both routine or emergency duties, may be removed from the position. Please see Employment, Accountability, and Removal.
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Related to APPROPRIATE STANDARDS OF BEHAVIOR

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

  • SUPPLIER STANDARDS OF CONDUCT Accenture is committed to conducting its business free from unlawful, unethical or fraudulent activity. Supplier will act in a manner consistent with the ethical and professional standards of Accenture as described in the Accenture Supplier Standards of Conduct, including prompt reporting of unlawful, fraudulent or unethical conduct. A copy of these standards can be found at ▇▇▇▇▇▇▇▇▇.▇▇▇/▇▇- en/company-ethics-code.

  • Applicable Standards The requirements and guidelines of NERC, the Applicable Regional Entity, and the Control Area in which the Customer Facility is electrically located; the PJM Manuals; and Applicable Technical Requirements and Standards.

  • Appropriate Safeguards BA shall implement appropriate safeguards to prevent the use or disclosure of Protected Information other than as permitted by the Contract or Addendum, including, but not limited to, administrative, physical and technical safeguards in accordance with the Security Rule, including, but not limited to, 45 C.F.R. Sections 164.308, 164.310, and 164.312. [45 C.F.R. Section 164.504(e)(2)(ii)(B); 45 C.F.R. Section 164.308(b)]. BA shall comply with the policies and procedures and documentation requirements of the Security rule, including, but not limited to, 45 C.F.R. Section 164.316 [42 U.S.C. Section 17931].

  • Human and Financial Resources to Implement Safeguards Requirements The Borrower shall make available necessary budgetary and human resources to fully implement the EMP and the RP.