Disciplinary Time Limits Sample Clauses

Disciplinary Time Limits. Once an Employee is officially notified by the Department of an investigation against him/her, the Department will have sixty (60) calendar days to serve charges or initiate disciplinary action. Once charges have been served, Management shall have thirty (30) calendar days to convene a hearing and, upon conclusion of the hearing, five (5) working days to issue the findings to the Employee. The Chief of Police or Acting Chief will be the hearing officer involving all predisciplinary hearings. If the time limit expires and formal charges are not filed, or no disciplinary action is imposed, or, the Employee has not had a Departmental Hearing, no disciplinary action will be taken. Time limits can be extended by mutual agreement of the Lodge and Management. If criminal charges have been filed against an Employee, the time limit will not be in effect until all criminal proceedings are complete.
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Disciplinary Time Limits. Once an employee is officially notified by the Police Department of an investigation against him/her, the Police Department will have four hundred eighty (480) work hours to serve Formal Charges or initiate disciplinary action. Once Formal Charges have been served, Management shall have two hundred eighty (280) work hours to hold a Departmental Hearing and issue the Findings to the employee. Work hours mean hours the employee is actually at work, excluding overtime work. If the time limit expires and Formal Charges are not filed, or no disciplinary action is imposed, or, the employee has not had a Departmental Hearing, no disciplinary action will be taken. Time limits can be extended by mutual agreement of the Lodge and Management. If criminal charges have been filed against an employee, the time limit will not be in effect until all criminal proceedings are complete.
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Disciplinary Time Limits a. (To remain as written.)
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Disciplinary Time Limits. No complaint shall be recorded against an Employee/Owner Operator nor may be used against him/her at any time unless the affected Employee/Owner Operator and the Union are advised accordingly in writing within ten (10) working days of the Company's first knowledge of the incident or occurrence, giving rise to the complaint.
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Related to Disciplinary Time Limits

  • DISCIPLINARY RULES Peace officers shall be subject to disciplinary action for unprofessional conduct whenever:

  • Grievance Time Limits A grievance must be filed in writing within thirty (30) calendar days of the event giving rise to the concern or the date the event became known or should have become known to the employee. Time limits set forth in the following may only be extended by mutual written agreement between the Employer and the Union. Grievances regarding employee compensation shall be deemed to have occurred at the time payment is made, or at the time when the payment was due but not made if that is the contention. Grievances over an employee’s eligibility for a benefit shall be deemed to have occurred at the time when such employee benefit eligibility decision was made by Employer. Failure of the Employer to comply with the time limits set forth in the grievance procedure shall allow the employee or Union to advance the grievance to the next step of the grievance procedure within the time frames specified herein. Time limits are important. Failure of an employee or the Union to file a grievance or a written grievance as defined in this Section in a timely basis, or to timely advance such a grievance, in accordance with the time limits set forth in the grievance procedure, will constitute a formal withdrawal of the grievance by the employee and the Union.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • Time Limit Should the Local Church fail to satisfy all of its obligations set forth herein by December 31, 2023, this Disaffiliation Agreement shall be null and void.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

  • Disciplinary Measures 19.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's employment file.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

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