Poor Job Performance by the Employee Sample Clauses
Poor Job Performance by the Employee. Insubordination, incompetence, inadequacy, or inefficiency of the Employee in the performance of his/her official duties.
Termination for Cause If Vendor fails to materially perform pursuant to the terms of this Agreement, TIPS shall provide written notice to Vendor specifying the default. If Vendor does not cure such default within thirty (30) days, TIPS may terminate this Agreement, in whole or in part, for cause. If TIPS terminates this Agreement for cause, and it is later determined that the termination for cause was wrongful, the termination shall automatically be converted to and treated as a termination for convenience.
Termination In the event that either Party seeks to terminate this DPA, they may do so by mutual written consent so long as the Service Agreement has lapsed or has been terminated. Either party may terminate this DPA and any service agreement or contract if the other party breaches any terms of this DPA.
Scope of Services The specific scope of work for each job shall be determined in advance and in writing between TIPS Member, Member’s design professionals and Vendor. It is permitted for the TIPS Member to provide a general scope description, but the awarded vendor should provide a written scope of work, and if applicable, according to the TIPS Member’s design Professional as part of the proposal. Once the scope of the job is agreed to, the TIPS Member will issue a PO and/or an Agreement or Contract with the Job Order Contract Proposal referenced or as an attachment along with bond and any other special provisions agreed by the TIPS Member. If special terms and conditions other than those covered within this solicitation and awarded Agreements are required, they will be attached to the PO and/or an Agreement or Contract and shall take precedence over those in this base TIPS Vendor Agreement.
Termination for Convenience TIPS may, by written notice to Vendor, terminate this Agreement for convenience, in whole or in part, at any time by giving thirty (30) days’ written notice to Vendor of such termination, and specifying the effective date thereof.
Sick Leave Effective with the initial date of employment, every seniority employee shall be granted eight (8) hours sick leave allowance for each completed calendar month of service from which shall be subtracted any particular sick leave actually used since that date. Such sick leave allowance may only be used by an employee when incapacitated to perform his duties due to sickness, injury, when quarantined. If the injury is of a nature, as determined by a doctor, that the employee can perform available work and if the Chief determines that work is available which the employee can perform, as determined by a doctor, then the employee will report for said available work. Employees, with prior approval, may use earned sick leave off in case of serious illness of an employee’s immediate family. In the event of sick leave for such purpose, the Chief may require a certificate from a medical doctor or other competent professional individual giving information as to the circumstances involved. In the event of death in an employee's immediate family, sick leave may be used, upon approval of the Chief, in addition to bereavement leave. The immediate family for this purpose shall be defined as in Section 6.5. All foreseeable leaves for such purposes shall require specific prior approval of the Department Head. It is understood and agreed that sick leave will not be abused. A medical certificate will not be required to substantiate a request for approval of sick leave for three (3) consecutive days or less, unless the employee has been notified in writing about excess use or abuse of sick leave within the previous twelve (12) month period. An employee will not receive a written notice unless he has first been verbally cautioned by his supervisor on at least one occasion during the previous twelve (12) month period. The continued excessive use or abuse of sick leave may be grounds for disciplinary action. Sick leave usage shall be deducted from earned sick leave accrual to the nearest 1/10 of an hour as shown on the employee time record. A. An employee shall notify the Employer at the Employer's office prior to the start of the shift, or as soon thereafter as the employee's circumstances will permit, if he is going to be absent. B. In order to accumulate sick leave for any given month, the employee must actually work or be on authorized paid leave, (excluding sick leave), vacation, Worker's Compensation, or holiday for one hundred twenty (120) or more hours in said month. C. An employee who makes a false claim for paid sick leave shall be subject to disciplinary action or dismissal depending on the circumstances involved. D. For employees promoted into this unit effective on or after January 1, 2012, if the employee retires and is eligible for immediate pension benefits pursuant to the Employer’s retirement program, the employee shall be entitled to be paid up to four hundred eighty (480) hours of his accumulated unused sick leave. For employees promoted into the unit before January 1, 2012, if an employee retires, and is eligible for immediate pension benefits pursuant to the Employer’s retirement program, the employee shall be entitled to be paid fifty (50%) percent of his accumulated unused sick leave credits, up to a maximum of fourteen hundred forty (1440) hours accumulation. If an employee is discharged, is laid off, or quits, he shall not be entitled to payment of any portion of this accumulated unused sick leave. E. Paid time Off Program – The Union and Management agree to form a joint Labor Management Committee to explore the development of a paid time off program to replace the existing sick leave, personal time and vacation programs. The Committee is to make recommendations for the City of ▇▇▇▇▇▇▇ and the Union to consider during the first year of this agreement.