Professional Accountability Clause Samples
The Professional Accountability clause establishes the obligation of parties, typically service providers or professionals, to adhere to recognized standards of conduct and competence in performing their duties. This clause may require professionals to maintain appropriate licenses, certifications, or qualifications, and to act in accordance with industry best practices. By setting clear expectations for professional behavior and responsibility, the clause helps ensure quality of service and provides a basis for addressing issues of negligence or misconduct.
Professional Accountability. 6.1 Complies with and demonstrates commitment associated legislation such as the Nursing and Midwifery Board of Australia – Code of Conduct; Poisons Act. 2014; and the National Safety and Quality Health Service Standards.
Professional Accountability. 5.1 Complies with legislation affecting nursing and midwifery practice including Nursing and Midwifery Board of Australia – Code of Conduct and Ethics, National Safety and Quality Health Service Standards.
5.2 Participates in own performance development with direct line supervisor and professional lead.
Professional Accountability. 20.1 The District may discipline any unit member for cause, including but not limited to: a violation or disregarding of the law, district rules or regulations, board policy or administrative directives; abusive behavior of a physical or verbal nature toward students, fellow employees or the public while performing school-related activities; failure to perform obligations under the agreement; and/or negligence.
20.2 If a unit member commits an unsatisfactory action(s) as described in 20.1, the progressive actions that may be taken by the District shall be as follows:
20.2.1 A written warning, with suggestions for correction or avoidance of the problem.
20.2.2 A written notice directing the unit member to correct the problem. The notice may include a one (1) day suspension with pay.
20.2.3 Suspension without pay for a specified period of time, not to exceed ten (10) workdays.
20.2.4 If, within eighteen (18) calendar months of committing such unsatisfactory actions(s), a unit member commits similar unsatisfactory action(s) for which he/she received a written notice as provided in 20.2.1, the District may proceed immediately to Section 20.2.2.
20.2.5 If the District contends that the conduct of a unit member is a hazard or poses a clear possibility of a hazard to the students, employees, or property of the school district, or if the District contends that a unit member has been culpable of gross misconduct or dishonesty while performing tasks required of his/her employment, or if the unit member is charged with a felony, the District may suspend with pay immediately and then proceed directly to Section 20.2.3 and follow the procedures specified in this article.
20.3 Notice of intent to suspend without pay shall be served to the unit member in person or by registered mail to his/her last known address. The notice shall include the following information:
20.3.1 Statement of the nature of the disciplinary action (suspension).
20.3.2 Effective date and term of the suspension.
20.3.3 Citation of the specific section in the article and specific charges that are the basis for the suspension.
20.3.4 In cases where 20.2.4 or 20.2.5 are invoked, a statement shall be included which explains the reason(s) the progressive disciplinary steps were omitted.
20.3.5 Statement advising the unit member of his/her right to be heard at a conference with the Superintendent and of the employee's right to representation by the exclusive representative, or a representative of his/her ...
Professional Accountability. 18.1 This article is provided to establish just cause, due process, and progressive discipline for employees for violations of any of the causes for dismissal listed in Education Code Sections 44932 to 44933 when such violation is not considered serious enough to warrant dismissal. It is understood that nothing stated herein shall have any controlling effect in the event a dismissal action is initiated under provisions of the Education Code.
18.2 Employees shall not be disciplined without just cause. All disciplinary action of the District shall be corrective and progressive rather than punitive and be administered in accordance with the following: The following progressive discipline shall be applied, except where an offense of a serious nature may require the District to directly impose a written warning, a written reprimand, or a suspension without pay. Prior to being placed on suspension without pay, a unit member will be placed on paid administrative leave pending the outcome of an investigation by the District. If the unit member grieves a suspension, the suspension will be held in abeyance until completion of the grievance procedure. Administration of disciplinary action shall conform to the following progression: 18.2.1 Counseling 18.2.2 Informal verbal warning 18.2.3 Written warning 18.2.4 Written reprimand to be included in the personnel file 18.2.5 Suspension without pay 18.2.6 Dismissal
18.3 The following may impose personnel disciplinary action with the approval of the Board of Trustees.
Professional Accountability. 5.1. Complies with legislation affecting allied health practice including the discipline specific Board of Australia – Code of Conduct and Ethics, National Safety and Quality Health Service Standards.
5.2. In partnership with the SMHS Executive and Professional Heads of Department, develop and ▇▇▇▇▇▇ a supportive and effective team environment that supports staff in the acquisition and application of new skills in research.
5.3. Participates in own performance development with FSFHG Director of Allied Health and State Rehabilitation Services and ▇▇▇▇▇▇ University delegate and undertakes performance development with staff under direct supervision.
5.4. Demonstrates a commitment to lifelong learning and ongoing professional development.
Professional Accountability. 5.1 Complies with and demonstrates a positive commitment to legislation that impacts on nursing practice.
Professional Accountability. 27.1 An employee in the bargaining unit may be disciplined by the District for good cause. The term “discipline” shall include, but not be limited to, such action as suspension without pay, loss of extra compensation, involuntary transfer or involuntary change in assignment, but shall not include dismissal. A verbal and/or written reprimand will normally precede a discipline. The term “discipline” specifically does not include adverse or negative evaluations, warnings, written or oral reprimands, directives and the implementation of district policies or other articles in the collective bargaining agreement such as the denial of any leave.
Professional Accountability. 5.1 Complies with and demonstrates a positive commitment to Regulations, Acts and Policies relevant to nursing including the Code of Ethics for Nurses in Australia, the Code of Conduct for Nurses in Australia, The National Competency Standards for the Registered Nurse and the Medicines and Poisons Act 2014.
Professional Accountability. The RAMP xxx will remain professionally accountable to the Director of Midwifery, xxx Service, xxx Hospital, xxx Hospital Group/ xxx Healthcare Service, CHO Area or designated deputy, while providing care in xxx Service, xxx Hospital, xxx Hospital Group/ xxx Healthcare Service, CHO Area. Clinical Accountability The RAMP xxx will remain clinically accountable to the Consultant xxx /GP xxx while providing care in xxx Service, xxx Hospital, xxx Hospital Group/ xxx Healthcare Service, CHO Area. Indemnity arrangements for the RAMP xxx are provided by the State Claims Agency. The RAMP xxx will adhere to xxx Hospital/Service Recording of Clinical Practice Policy, NMBI Recording Clinical Practice Guidelines and any other PPPG’s pertinent to the management of patient information. The RAMP xxx will protect data by adhering to the Data Protection PPG’s and comply with General Data Protection Regulation requirements.
Professional Accountability. 14.4.1 Responsibility for professional accountability lies with the employing authority.