Administrative discipline procedures Sample Clauses

Administrative discipline procedures. Discipline procedures are intended to be constructive procedures to avoid the necessity of dismissal. Conversely, the supervisor or District administrator in appropriate situations may issue a verbal or written caution for incidents not meriting formal disciplinary action without regard to the discipline procedures. When a verbal caution is issued the administrator will follow-up within ten (10) working days and provide the employee with written confirmation of the caution and the expected behavior. Such documentation will be retained in the administrator’s building file and will not become part of the personnel file. The parties affirm that the general principles of “progressive discipline” will be applied in correcting employee behavior. The normal sequence of progression is (1) admonishment, (2) letter of reprimand, and
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Administrative discipline procedures. Discipline procedures are intended to be constructive procedures to avoid the necessity of dismissal. Conversely, the supervisor or District administrator in appropriate situations may issue a verbal or written caution for incidents not meriting formal disciplinary action without regard to the discipline procedures. When a verbal caution is issued the administrator will follow-up within ten (10) working days and provide the employee with written confirmation of the caution and the expected behavior. Such documentation will be retained in the administrator’s building file and will not become part of the personnel file. The parties affirm that the general principles of “progressive discipline” will be applied in correcting employee behavior. The normal sequence of progression is (1) admonishment, (2) letter of reprimand, and (3) suspension. Serious and compelling circumstances may warrant the omission of steps 1-3. It is in everyone’s interest to be both thorough and timely when investigating allegations of misconduct and in communicating the expected, corrected behavior to the employee. It is therefore anticipated that letters of admonishment and reprimand will normally be issued within ten (10) working days of when the misconduct becomes known, except when District and/or Association representatives require additional time to properly complete the investigation and review process. The decision to place an employee on paid administrative leave pending an investigation into misconduct will be discussed as to its appropriateness with the VEA Executive Director. Concerns raised by the Executive Director will be given full consideration by the District in making a final decision. It is understood that the final decision rests with the District.
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Related to Administrative discipline procedures

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Administrative Procedures Administrative procedures with respect to the sale of Notes shall be agreed upon from time to time by the Agents and the Company (the "Procedures"). The Agents and the Company agree to perform the respective duties and obligations specifically provided to be performed by them in the Procedures.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Administrative Procedure iTrip staff will administer and determine whether a damage qualifies as Covered Damage. Such staff will have the sole authority to determine the nature and extent of damages, necessary repairs and eligibility for the waiver of liability described herein. The Covered Guest must report any theft or damage to the unit or its contents to iTrip staff by the time of check-out or any otherwise applicable damage waiver for such Covered Guest will be void. The iTrip Franchisee has ultimate claim administration authority. Arbitration is required prior to litigation.

  • Impasse Procedures The Parties shall seek to reach agreement relative to the appointment of a mediator not later than the sixtieth (60) day preceding the budget submission date. The Parties shall seek to reach agreement relative to the appointment of a fact finder not later than the forty-fifth (45) day preceding the budget submission date. The Parties shall consider but not be limited to the service of the Federal Mediation and Conciliation Service and the American Arbitration Association for a mediator and fact finder respectively. If the Parties fail to reach an agreement on the choice of a mediator or fact finder, the PELRB shall be petitioned under the provisions of 273-A: 12.

  • 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.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • TERMINATION PROCEDURES The Contractor acknowledges that this Agreement may be terminated for Convenience or Default.

  • AML/KYC Procedures “AML/KYC Procedures” means the customer due diligence (CDD) procedures of a Reporting Financial Institution pursuant to the anti-money laundering or similar requirements of the jurisdiction concerned to which such Reporting Financial Institution is subject.

  • Committee Procedures The following procedures shall apply to the Management Committee:

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