Disciplinary Layoff. Disciplinary suspension from work, usually unpaid, for a specific number of days. Discrimination. As generally used in personnel law, discrimination refers to the unlawful adverse treatment of an employee or group of employees, whether intentional or unintentional, based on such characteristics as race, color, national origin, religion, sex, handicap, age, or veteran status. The term also includes the failure to remedy the effects of past discrimination . Diversity. The characteristics or a workforce encompassing people from different countries, cultures, ages, socio-economic strata, genders, ancestries, and sexual orientation. Documentation. Records, usually written, kept by employers as proof of actions taken in the workplace. Examples of documentation include performance appraisals and written warnings. Drug-Free Workplace Act. A federal law enacted in 1988 which requires federal contractors to implement policies to assure the existence of a drug-free workplace. Among other requirements, the Act mandates employee notification statements, a drug-free awareness program, and notice to an agency of convictions. Violations could lead to debarment from future contracts for up to five (5) years.
Disciplinary Layoff. After delivery of a written warning letter when required by the section on discharge, the employer may impose a disciplinary layoff for up to five (5) days. Disciplinary layoffs exceeding five (5) days, but not to exceed thirty
Disciplinary Layoff. 6-9 A disciplinary layoff is as an unpaid disciplinary action. A DLO “day” is understood as consisting of eight hours regardless of the length of the normally scheduled workday of the affected employee. Generally, DLO time is to be served consecutively but this can be altered through mutual agreement between the affected employee and the University.
Disciplinary Layoff. Disciplinary suspension from work, usually unpaid, for a specified number of days.
Disciplinary Layoff. When an employee is suspended pending review or investigation for determination of what, if any, discipline is to be meted out, such investigation will be conducted by the Company in an expeditious manner in order to avoid undue delay in the action. The employee shall have the right to consult with their xxxxxxx and/or Committee Member. Following such consultation, the Union may request a meeting with the supervisor involved for the purpose of reviewing the action taken. The supervisor will not be required during such discussion to make their determination of what discipline, if any, will be taken. If it is determined that disciplinary action is to be taken, the Company will so advise the Union in writing of the specific reasons therefore. The employee through their xxxxxxx and/or Committee Member may then appeal such grievance through the grievance procedure within five (5) work days from the date the action was taken as set forth below:
