Common use of Sufficient Cause for Action Clause in Contracts

Sufficient Cause for Action. The appointing authority may dismiss, suspend, temporarily reduce pay, or demote, any employee for cause. A temporary reduction in pay is not to exceed more than five percent (5%) for a period of up to three (3) months. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension, temporary reduction in pay, or demotion may be based on reasons other than those specifically mentioned; 1. absence without leave, 2. conviction of any criminal act involving moral turpitude, 3. conduct tending to bring the District into disrepute, 4. disorderly or immoral conduct, 5. incompetence or inefficiency, 6. insubordination, 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs or consuming or using liquor or drugs during work hours and/or on District premises, 8. neglect of duty, i.e. non-performance of assigned responsibilities, 9. negligent or willful damage to public property or waste of public supplies or equipment, 10. violation of any lawful or reasonable regulation or order given by a supervisor or District, 11. willful violation of any of the provisions of the policies or regulations, 12. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment, 13. misappropriation of District funds or property, 14. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this MOU, 15. dishonesty or theft, 16. excessive or unexcused absenteeism and/or tardiness. 17. sexual harassment, including but not limited to unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, or unreasonably interfering with an individual's work performance, or creating an intimidating and hostile working environment.

Sufficient Cause for Action. The appointing Theappointing authority may dismiss, suspend, temporarily reduce pay, or demote, demote any employee for cause. A temporary reduction in pay is not to exceed more than five percent (5%) for a period of up to three (3) months. Suspensions without pay shall not exceed thirty (30) calendar days unless ordered by an arbitrator or an adjustment board. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension, temporary reduction in pay, or demotion may be based on reasons other than those specifically mentioned;: 1. a. absence without leave, 2. b. conviction of any criminal act involving moral turpitude, 3. c. conduct tending to bring the District into disrepute, 4. d. disorderly or immoral conduct, 5. e. incompetence or inefficiency, 6. f. insubordination, 7. g. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs or consuming or using liquor or drugs during work hours and/or on District premises, 8. h. neglect of duty, i.e. non-performance of assigned responsibilities, 9. i. negligent or willful damage to public property or waste of public supplies or equipment, 10. j. violation of any lawful or reasonable regulation regulation, or order given by a supervisor or DistrictFire Chief, 11. k. willful violation of any of the provisions of the policies District Administrative Bulletins or regulations, 12. l. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment, 13. m. misappropriation of District funds or property, 14. n. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this MOU, 15. o. dishonesty or theft, 16. p. excessive or unexcused absenteeism and/or tardiness. 17. q. sexual harassment, including but not limited to unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, or unreasonably interfering with an individual's ’s work performance, or creating an intimidating and hostile working environment.