Disorderly Behaviour Clause Samples

The Disorderly Behaviour clause defines the standards of conduct expected from parties, typically prohibiting disruptive, offensive, or inappropriate actions in a specified context, such as at an event or on certain premises. It usually outlines what constitutes disorderly behaviour, such as harassment, excessive noise, or intoxication, and may specify the consequences for violations, like removal from the premises or termination of participation. This clause serves to maintain a safe and respectful environment, ensuring that all participants or attendees can engage without disruption or discomfort.
Disorderly Behaviour. 6.1. Individuals or groups involved in disorderly conduct will be escorted from the venue and tickets will be made invalid for the remaining days of the event. This may include the use of foul language, fighting, abuse of other patrons, or any other activities that are seen to impede the event in any way.
View SourceView Similar (4)
Disorderly Behaviour. The Hirer is responsible for ensuring their event is conducted in an orderly manner. The Hirer is responsible for dealing with any attendee who exhibits disorderly behaviour. If the Hirer is unable to remedy the unsatisfactory behaviour of any attendee, the Hirer is responsible for ensuring the attendee leaves the Centre without cause disruption or damage.
View SourceView Similar (2)
Disorderly Behaviour. No obscene or insulting language, disorderly behaviour or damage to property shall be permitted in any part of the Venue.
View Source
Disorderly Behaviour. The Hirer or nominee, shall be responsible for the conduct of persons under their care using the buildings and school grounds during the period/s of hire, and shall be responsible for the removal from the building and school grounds of any such persons breaking the conditions of hire.
View Source
Disorderly Behaviour. The Lessee shall prevent disorderly behaviour and indecent language at the Premises.
View Source
Disorderly Behaviour. We reserve the right to terminate without notice the holiday arrangements of any client whose behaviour is such that it is likely in our opinion to cause distress, damage, danger or annoyance to our customers, employees, agent’s property or a third party. Furthermore, if you are prevented from travelling because, in the opinion of a person in authority, you appear to be unfit to travel or cause distress or discomfort to other passengers, then our responsibility for your holiday ceases. No refunds will be given. We have no control over the behaviour of other people staying in or visiting your holiday accommodation. Your accommodation is provided solely for the use of passengers shown on the final Confirmation Invoice as confirmed by us; subletting, sharing or assignment is prohibited. We expressly reserve the right to prevent you from participating in the excursions we provide, whether pre-booked or purchased in resort, if in the reasonable opinion of our staff or those of the excursion provider, you are either unsuited to undertake the excursion, or if you appear to be under the influence of drugs or alcohol. In these circumstances your sole remedy against us will be to obtain a refund of the cost of that excursion.
View Source
Disorderly Behaviour. We have the right to terminate without notice the holiday arrangements of any client whose behaviour is such that is likely in our opinion to cause distress, damage, danger or annoyance to ▇▇▇▇▇▇▇▇ Retreat, our clients, employees, the property, neighbours, or a third party connected in anyway to the booking. No refunds will be given. We have no responsibility to any person in the booking, other than the lead name on your reservation with us.
View Source

Related to Disorderly Behaviour

  • Disorderly Conduct The Contractor shall at all times take all reasonable precautions to prevent any unlawful, riotous or disorderly conduct by or amongst its personnel, and to preserve peace and protection of people and property in the neighbourhood of the Works.

  • 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.

  • Abuse You agree to immediately notify us if you suspect fraudulent or abusive activity. If you so notify us, or we otherwise suspect fraudulent or abusive activity, you agree to cooperate with us in any fraud investigation and to use any fraud prevention measures we prescribe. Your failure to cooperate or to use such measures will result in your liability for all fraudulent usage or abusive activity associated with your Equipment (as defined below).

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.