Cause: Any termination of employment which is classified by the Employer as for cause, including but not limited to: # unsatisfactory performance of duties or inability to meet the requirements of the position, unless classified by the Employer as a Performance Termination; # any habitual neglect of duty or misconduct of the Employee in discharging any of his duties and responsibilities; # excessive unexcused, or statutorily unprotected absenteeism or inattention to duties; # failure or refusal to comply with the provisions of the Employer’s personnel manual or any other rule or policy of the Employer; # misconduct, including but not limited to, engaging in conduct which the Committee reasonably determines to be detrimental to the Employer; # disloyal, dishonest or illegal conduct by the Employee; # theft, fraud, embezzlement or other criminal activity involving the Employee’s relationship with the Employer; # violation of any applicable statute, regulation, or rule, or provision of any applicable code of professional ethics; # suspension, revocation, or other restriction of the Participant’s professional license, if applicable; or # the Employer’s inability to confirm, to its sole satisfaction, the references and/or credentials which the Participant provided with respect to any professional license, educational background and employment history.

Cause: Any termination of employment which is classified by the Employer as for cause, including but not limited to: # unsatisfactory performance of duties or inability to meet the requirements of the position, unless classified by the Employer as a Performance Termination; # any habitual neglect of duty or misconduct of the Employee in discharging any of his duties and responsibilities; # excessive unexcused, or statutorily unprotected absenteeism or inattention to duties; # failure or refusal to comply with the provisions of the Employer’s personnel manual or any other rule or policy of the Employer; # misconduct, including but not limited to, engaging in conduct which the Committee reasonably determines to be detrimental to the Employer; # disloyal, dishonest or illegal conduct by the Employee; # theft, fraud, embezzlement or other criminal activity involving the Employee’s relationship with the Employer; # violation of any applicable statute, regulation, or rule, or provision of any applicable code of professional ethics; # suspension, revocation, or other restriction of the Participant’s professional license, if applicable; or # the Employer’s inability to confirm, to its sole satisfaction, the references and/or credentials which the Participant provided with respect to any professional license, educational background and employment history.