CONDUCT AND BEHAVIOUR Sample Clauses
The Conduct and Behaviour clause sets out the expected standards of professional and ethical conduct for parties involved in an agreement. It typically outlines requirements such as acting honestly, treating others with respect, and refraining from actions that could harm the reputation or operations of the other party. By clearly defining acceptable and unacceptable behaviours, this clause helps prevent disputes and fosters a positive working relationship throughout the duration of the contract.
CONDUCT AND BEHAVIOUR. We expect you to behave in a manner that shows respect to your fellow residents, staff and visitors as well as the building you live in and its contents. • You are expected to comply with all of the College’s Policies. Our Policies can be updated at any time and you should ensure that You check them regularly. • If you fail to comply with your responsibilities in this Agreement and our Policies, we will tell you and (unless the failure is serious or you do not correct the problem when asked) we will give you a chance to put things right. If you do not take this opportunity, or the failure is serious and you still do not comply with the obligations and standards we require, we can start disciplinary action against you, which may result in you having to leave your accommodation.
CONDUCT AND BEHAVIOUR. Consumption of, or possession of, intoxicants or illegal stimulants, opened or unopened, while on duty. The term duty" shall mean any time from the beginning of a shift to the end of a shift, including all coffee breaks, or lunch period which may fall within the time period: offence = immediate dismissal Reporting for duty under the influence of intoxicants or illegal stimulants: offence = immediate dismissal Theft, dishonesty or willful damage or failure to turn in monies collected: offence = immediate dismissal Discourtesy to a customer, supplier, or fellow employee (subject to investigation): offence reprimand 2nd offence = week off 3rd offence = subject to dismissal
CONDUCT AND BEHAVIOUR. (a) 12 Consuming intoxicants while on duty or on the Company's property.
(b) 7 Reporting for duty while under the influence of an intoxicant.
(c) 12 Intentional dishonesty or wilful damage.
(d) 2 Discourtesy to a customer (subject to investigation).
(e) 3 Intentionally mishandling or abuse of Company equipment or property, excluding cargo, according to the degree of negligence or carelessness.
(f) 8 Failure to obey direct instructions of authorized personnel.
(g) 2 Failure to make proper collections.
CONDUCT AND BEHAVIOUR. (a) We expect You to behave in a manner that shows respect to Your fellow residents, staff and visitors as well as the building You live in and its contents;
(b) You are expected to comply with all of the College’s Policies and The Courtauld’s Policies. These Policies can be updated at any time and You should ensure that You check them regularly; and
CONDUCT AND BEHAVIOUR. Consuming intoxicants or illegal stimulants while on duty or on the Company's property: 1st offence - subject to dismissal Section 4(b) Reporting for duty while under the influence of an intoxicant or an illegal stimulant: 1st offence - reprimand to one (1) week off 2nd offence - subject to dismissal Theft or willful damage: 1st offence - subject to dismissal Section 4(d) Failure to obey instructions of authorized personnel (names of persons in authority will be posted): 1st offence - reprimand 2nd offence - one (1) day off 3rd offence - three (3) days off 4th offence - subject to dismissal Section 4(e) Deliberate disobedience of orders of authorized personnel: 1st offence - subject to dismissal An employee will not be discharged due to loss of his driver's licence. The Union and the Company will meet to discuss movement to alternate work but no other employee will be laid off due to such move and the employee moving shall be placed at the bottom of the departmental seniority list for work preference and layoff. If the employee regains his licence prior to job bid time, he will revert to his former position.
CONDUCT AND BEHAVIOUR. Consumption of, or possession of, intoxicants or illegal stimulants, opened or unopened, while on duty. The term duty" shall mean any time from the beginning of a shift to the end of a shift, including all coffee breaks, or lunch period which may fall within the time period: offence = immediate dismissal Reporting for duty under the influence of intoxicants or illegal stimulants: 1st offence = immediate dismissal Theft, dishonesty or willful damage or failure to turn in monies collected: 1st offence = immediate dismissal Discourtesy to a customer, supplier, or fellow employee (subject to investigation): offence = reprimand 2nd offence = week off 3rd offence subject to dismissal
CONDUCT AND BEHAVIOUR. Standard Terms and Conditions for Education Queensland International Students Conduct by you, your residents and your visitors
CONDUCT AND BEHAVIOUR. Standard Terms and Conditions Conduct by you, your residents and your visitors
CONDUCT AND BEHAVIOUR. (a) Consuming intoxicants or illegal stimulants while on duty or on the Company's property: 1st offence - immediate dismissal
(b) Reporting for duty while under the influence of an intoxicant or an illegal stimulant. 1st offence - reprimand to one (1) week off 2nd offence - subject to dismissal
(c) Theft, dishonesty or wilful damage: 1st offence - immediate dismissal
(d) Receipt of garnishees against pay: 1st offence - reprimand 2nd offence - reprimand 3rd offence - subject to dismissal Receipt of assignments against pay. Wage assignments will be treated in the same manner as garnishees that is: First deduction - reprimand Second deduction - reprimand Third deduction - subject to dismissal with the exception of Wage Assignments made under a Court Order of Consolidation of Debts or issued by the Federal Government for unpaid income taxes, in which case each Wage Assignment will be treated as a single garnishee. It is further agreed that in all cases of Garnishee Order and Wage Assignment Notices, the employee will be given up to three (3) days exclusive of Saturdays, Sundays and holidays from the date he is notified by his employer of the receipt of the garnishee or Wage Assignment to obtain a release from the Division Court in the case of garnishees or a release from the Creditor in the case of Wage Assignments and, if such release is obtained within the required time, the garnishee or Wage Assignment will not be counted against the employee's record. It is understood that if such release is not in writing it shall be the employee's responsibility to see that a written release is provided to the employer within ten (10) days of the verbal release.
(e) Failure to obey instructions of authorized personnel (names of persons in authority will be posted) 1st offence - reprimand 2nd offence - one (1) day off 3rd offence - three (3) days off 4th offence - subject to dismissal
(f) Deliberate disobedience of orders of authorized personnel. lst offence - subject to dismissal
(g) an employee will not be discharged due to loss of his driver's licence. The Union and the Company will meet to discuss movement to alternate work but no other employee will be laid off due to such move, and the employee moving shall be placed at the bottom of the departmental seniority list for work preference and layoff. If the employee regains his licence prior to job bid time, he will revert to his former position.
CONDUCT AND BEHAVIOUR. In keeping with U Sports’ Policy on Team Member Conduct, the following social media conduct may be considered a violation of the expected standard of behaviour: • Violating, either intentionally or accidentally, the social media requirements or policies of the Rights Holder or the Host Organizing Committee. • Posting a disparaging or harmful comment on a social media platform that is directed at U Sports. • Posting a disrespectful, hateful, insulting, or otherwise negative comment on a social media platform that is directed at other Team members, officials, opponents, the Host Organizing Committee, Games organizers, the Rights Holder or at other persons connected with U Sports or the Games. • Creating or contributing to a Facebook group, web page, blog, online forum or other social media platform devoted solely or in part to promoting negative or disparaging remarks or commentary about U Sports or its reputation, the Games or its reputation, officials, opponents, the Host Organizing Committee, Games organizers, the Rights Holder or any persons connected with U Sports or the Games. • Posting a picture, altered picture, or video on a social media platform that is harmful, disrespectful, insulting, or otherwise offensive, and that is directed at Team Members, officials, opponents, the Host Organizing Committee, Games organizers, the Rights Holder or at other persons connected with U Sports or the Games. • Any instance of cyber-bullying or cyber-harassment between one Team Member and another Team Member (including a teammate, coach, athlete support personnel or member of Mission Staff), or toward officials, opponents, the Host Organizing Committee, Games organizers, the Rights Holder or at other persons connected with U Sports or the Games, where incidents of cyber-bullying and cyber- harassment can include but are not limited to the following conduct on any social media platform: regular insults, negative comments, vexatious behaviour, pranks or jokes, threats, posing as another person, spreading rumours or lies, or other harmful behaviour. • Other detrimental conduct or behaviour on social media platforms as determined by U Sports. Individuals subject to this Policy are reminded that removing content from social media after it has been posted (either publicly or privately) does not excuse the individual from being subject to this Policy or to U Sports’ Policy on Team Member Conduct.