Appeal from Disciplinary Action Sample Clauses

Appeal from Disciplinary Action. Any employee who is reprimanded, warned, suspended, demoted or dismissed as provided for in this article may appeal such action under the provisions of the Grievance Procedure.
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Appeal from Disciplinary Action. The affected employee may appeal such disciplinary action under the third step of the grievance procedure. If appealed by the employee, the Personnel Officer may take such action as scheduled or hold in abeyance such action until the disposition of the appeal is known.
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Appeal from Disciplinary Action. 1. Any employee in the merit system shall have the right to appeal to an Arbitrator any formal disciplinary action taken against him/her. Formal disciplinary action includes suspension, demotions, reductions in merit step and terminations. Failure to successfully complete a probationary period or to obtain a merit increase are not a disciplinary action and are not subject to appeal. 2. Within fifteen (15) calendar days after notice of discharge, demotion, reduction in merit step, suspension, the employee or the POA that represents the employee, may file an appeal in writing to the Human Resources Director. If the 15th day falls on a weekend or holiday, the deadline shall be 5:00 p.m. of the next City Hall working day.
Sample 1
Appeal from Disciplinary Action. An employee (except employees specified in Article 6, Section 6.5(c) reduced in classification; suspended without pay for a period in excess of three (3) working days at any time; suspended without pay for a period less than three (3) working days, within thirty (30) months of a prior suspension; or discharged, may within thirty (30) working days after receipt of the decision of the Executive Director following the informal hearing referred to in subparagraph (3) hereinabove file a written request for arbitration with the Executive Director. Within ten (10) working days following receipt of a request for arbitration, the Executive Director shall request the State Conciliation Service to supply a panel of five (5) names of persons experienced in hearing employment disputes in local public jurisdictions, unless the employee and the AUTHORITY otherwise agree to selection of an arbitrator by other means. Within ten (10 working days following the receipt of a list of proposed arbitrators, the parties or their designated representatives, shall meet to select an arbitrator. Each party shall alternately strike a name until only one name remains. The remaining panel members shall be the arbitrator. The order of striking shall be determined by a toss of a coin. Within five (5) working days following selection of an arbitrator, each party shall submit to the arbitrator dates of availability for an arbitration hearing. No less than two (2) weeks prior to a scheduled arbitration hearing, the AUTHORITY and the employee and their designated representatives, if any, shall meet for the purpose of determining whether the matter can be settled and resolved without arbitration.
Sample 1
Appeal from Disciplinary Action. If the employee and/or the Union disagrees with the imposed disciplinary action, the Union may appeal the matter in accordance with Step 2 of the grievance procedure by submitting the matter to arbitration by filing a Demand for Arbitration with the New York State Public Employment Relations Board (PERB)inaccofdanc~eWithitsra^^ must be filed within fourteen (14) days from receiving the Step 2 response or when the step 2 responses should have been received.
Sample 1

Related to Appeal from Disciplinary Action

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • 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.

  • 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.

  • Corrective Action Despite its right to terminate this Agreement pursuant to this Article, the LHIN may choose not to terminate this Agreement and may take whatever corrective action it considers necessary and appropriate, including suspending Funding for such period as the LHIN determines, to ensure the successful completion of the Services in accordance with the terms of this Agreement.

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