Administrative Discipline. 13.01 The Association acknowledges the administrative responsibilities and functions of the Board to impose discipline, in particular, the delegation of disciplinary powers and duties to appropriate officers (Department Chairs, Deans, and Supervisors) as provided for in Article 5 of the Agreement. Accordingly, Deans, Department Chairs or Supervisors may investigate the actions of staff members and take appropriate disciplinary action when such discipline is warranted. 13.02 In the event that the officer imposes discipline, the penalties imposed shall conform with those set out in 14.07 and shall be subject to grievance under Article 24.

Administrative Discipline. The District and the Association agree to support a practice of administrative 45 discipline when such action is required to maintain professional standards as 1 established by this Agreement and District policy. When administrative discipline is 2 required, fairness and respect for the individual receiving the discipline shall be the 3 standard of application.

Administrative Discipline. Where an employee is to be reprimanded, disciplined, discharged or investigated he/she shall have a Union representative present. An employee shall be advised of any reprimand, discipline, or discharge in writing giving the reasons at the time the action is taken and a copy of same shall be given to a Union representative at the same time. The Gallery shall normally administer discipline progressively.

Administrative Discipline. The Association acknowledges the administrative responsibilities and functions of the Board to impose discipline, in particular, the delegation of disciplinary powers and duties to appropriate officers (Department Chairs, Deans, and Supervisors) as provided for in Article 4 of the Agreement. Accordingly, Xxxxx, Department Chairs or Supervisors may investigate the actions of staff members and take appropriate disciplinary action when such discipline is warranted.

Administrative Discipline. 25 30.1 The District and the Association agree to support a practice of administrative discipline 26 when such action is required to maintain professional standards as established by this 27 Agreement and District policy. When administrative discipline is required, fairness and 28 respect for the individual receiving the discipline shall be the standard of application. 29 30.2 An oral reprimand shall be based upon just and sufficient cause and made in confidence 30 to the employee by the administrator. 31 30.3 Disciplinary action shall be based upon just and sufficient cause with a written 32 communication to the certificated employee. 33 30.3.1 Inherent in the concept of “just and sufficient cause” is the principle that 34 allegations of misconduct should be addressed in a timely manner. Any action 35 upon or reference to matters known by an employer for three (3) years or more 36 and not previously addressed is not considered timely. 1 30.3.2 Also inherent in the concept of “just and sufficient cause” is the principle of 2 double jeopardy. An employee shall not be subject to corrective action more 3 than once for the same act of misconduct. 4 30.3.3 Also inherent in the concept of “just and sufficient cause” is the principle of fair 5 notice. An employee who has been directed, warned or disciplined in writing 6 about their conduct should be presumed to have fair notice about not engaging 7 in similar conduct in the future, regardless of whether such notice occurred 8 more than three (3) years earlier. The parties recognize that cultural mores and 9 related standards of behavior may change over time. 10 30.3.4 Also inherent in the concept of “just and sufficient cause” is the principle of 11 progressive discipline. An employee should be subject to a more serious 12 corrective action when the employee repeats the same or similar type of 13 misconduct, or when an employee engages in different types of misconduct 14 within a short period of time such as three (3) years. 15 30.4 If an administrator calls an employee into a meeting for the specific purpose of 16 administering formal discipline, the employee shall be informed of the purpose prior to 17 the meeting. 18 30.5 Employees shall have the right to have a representative of the Association present when 19 being formally disciplined by any member of the administration.

Administrative Discipline. In addition to any other applicable penalty, any officer or employee of the territorial gov- ernment who knowingly and willfully violates 1 So in original. Probably should be ‘‘section’’. paragraph (1) or takes any such action in vio- lation of any valid order of the Oversight Board or fails or refuses to take any action re- quired by any such order, shall be subject to appropriate administrative discipline, includ- ing (when appropriate) suspension from duty without pay or removal from office, by order of the Governor.

Related to Administrative Discipline

Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.
Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.
Administrative Penalty That Respondent shall pay an Administrative Penalty of $1,000.00 to the Participating States to be distributed equally amongst the Participating States (the “per-state payment”).
Administrative Duties 94 SECTION 12.2 Records.....................................................................97 SECTION 12.3 Additional Information to be Furnished to the Issuer........................97
Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.
Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.
Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.
Employment Procedures Each academic unit shall have the right to make recommendations concerning initial employment within the corresponding unit of all persons with academic titles specified in Article IV, including a recommendation concerning whether such employment shall be with or without tenure, as appropriate. Each academic unit shall develop its own procedures and criteria for making such recommendations to Oakland, which shall initiate all offers of employment. In the case of employment of a faculty member with tenure, FRPC shall have the opportunity to make an employment recommendation to Oakland. In the case of employment of a faculty member with job security, the appropriate CAP shall have the opportunity to make an employment recommendation to Oakland. At the time of employment, Oakland shall determine the value of any prior experience for the purposes of paragraph 38b below; the faculty member shall be notified as to the valuation.
Administrative Responsibilities Client shall be responsible for orienting Consultant to Client’s policies and procedures regarding the submission of any requisite paperwork which must be tendered for reimbursement by funding entities such as Medicare, Medicaid, or health insurance. Such paperwork may include, but is not limited to, patient care plans, comprehensive patient histories, individual education plans, or Client specific program plans. During the contracted assignment, should Consultant fail to submit paperwork as required per Client’s policies and procedures, Client must notify ProCare in writing within three (3) business days of alleged failure. Failure to notify ProCare before assignment ends shall negate any Client claim to withhold payment due to untimely work and/or paperwork non-compliance by Consultant. Client agrees that all approved time sheets by Client’s assigned representative are not subjected to billing dispute if Client fails to notify ProCare of time sheet and work performed discrepancies.
Successive Disabilities If, following a period of total disability with respect to which benefits are paid from this Plan, an employee returns to work for a continuous period of six (6) months or more, any subsequent total disability suffered by that employee, whether related to the preceding disability or not, shall be considered a new disability and the disabled employee shall be entitled to benefit payments after the completion of another waiting period. In the event the period during which such an employee has returned to work is less than six (6) months and the employee again suffers a total disability that is related to the preceding disability, the subsequent disability shall be deemed a continuation of the preceding disability, and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period. Should such an employee suffer a subsequent disability that is unrelated to the previous disability and provided the period during which the employee returned to work is longer than one (1) month, the subsequent disability shall be considered a new disability and the employee shall be entitled to benefit payments after the completion of another waiting period. If the period during which the employee returned to work is one (1) month or less, the subsequent disability shall be deemed a continuation of the preceding disability and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period.

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