Additional Disciplinary Action Sample Clauses

Additional Disciplinary Action. After steps 1-2 have been followed the Human Resource department may, under the provisions of just cause, investigate to determine further action which may include administrative leave, reassignment, discharge, and/or termination. (NM Statute 22- 10A-21-30)
Sample 1
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Additional Disciplinary Action. After steps 1-2 have been followed the Human Resource department may, under the provisions of just cause, investigate to determine further action which may include administrative leave, reassignment, discharge, and/or termination. (NM Statute 22- 10A-21-30) Article T10 Problem Resolution Parties must meet, discuss, and attempt to resolve the issue/dispute in a collegial, non-threatening manner. This may be accomplished by either: (1) employee and administrator meeting informally; or, (2) employee, administrator, and a representative meeting informally.
Sample 1
Additional Disciplinary Action. After steps 1-2 have been followed the Human Resource department may, under the provisions of just cause, investigate to determine further action which may include administrative leave, reassignment, discharge, xxx/xx xxxxxxxxxxx. (XX Xxxxxxx 00-00X- 21-30)
Sample 1

Related to Additional Disciplinary Action

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

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