Appeals of Disciplinary Action Sample Clauses

Appeals of Disciplinary Action. An employee in this unit, having obtained permanent status in the County's Civil Service System, shall have the right to appeal a termination, demotion in class or salary step or suspension without pay. Such appeal shall be in accordance with the provisions of County Personnel Rules.
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Appeals of Disciplinary Action. Arbitration: Within seven (7) days of the date that disciplinary action of suspension, demotion, reduction in pay, or dismissal are implemented by the Sheriff, the employee or the Association, on behalf of the employee, may appeal said disciplinary action to arbitration. The appeal must be in writing and state the basis of the appeal. The employee, or the Association on behalf of the employee, and the County shall mutually select a neutral third party to serve as arbitrator. In the event an agreement cannot be reached to select a neutral arbitrator, the parties agree to solicit a list of seven (7) professional neutrals with public sector experience from the Federal Mediation and Conciliation Service. One (I) arbitrator shall be selected by alternatively striking names from the list with the Association striking first, and the dispute shall be submitted to the arbitrator then remaining. The arbitrator's decision shall be binding on the employee, the Association, and the County. The fees and expenses of the arbitrator shall be shared equally by the Association and the County. Each party, however, shall be responsible for the costs of its own presentation, including preparation and post- hearing briefs, legal fees, witness fees, and related costs, if any; and
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Appeals of Disciplinary Action. An appeal of disciplinary action may be filed through the grievance procedure of this Agreement or through the Civil Service Commission.
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Appeals of Disciplinary Action. Except as otherwise provided herein, an employee may appeal any disciplinary action through the grievance and arbitration procedure as provided in Article 24. Any employee filing an appeal of a disciplinary action shall elect to proceed through either the grievance and arbitration procedure outlined in this Agreement or through the appeals procedure under the Civil Service Commission. No employee shall be allowed to pursue both procedures for the same disciplinary action. The employee shall sign a form electing the remedy he desires to pursue and waiving any right to pursue the other remedy.
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Appeals of Disciplinary Action. 1. Arbitration: Within seven (7) days of the date that disciplinary action of suspension, demotion, reduction in pay, or dismissal are implemented by the Sheriff, the employee or the Association, on behalf of the employee, may appeal said disciplinary action to arbitration. The appeal must be in writing and state the basis of the appeal. The employee, or the Association on behalf of the employee, and the County shall mutually select a neutral third party to serve as arbitrator. In the event an agreement cannot be reached to select a neutral arbitrator, the parties agree to solicit a list of seven (7) professional neutrals with public sector experience from the Federal Mediation and Conciliation Service. One (1) arbitrator shall be selected by alternatively striking names from the list with the Association striking first, and the dispute shall be submitted to the arbitrator then remaining. The arbitrator’s decision shall be binding on the employee, the Association, and the County. The fees and expenses of the arbitrator shall be shared equally by the Association and the County. Each party, however, shall be responsible for the costs of its own presentation, including preparation and post-hearing briefs, legal fees, witness fees, and related costs, if any; and 2. Mediation: Both parties agree to seriously consider utilizing assistance by an impartial third party to reconcile differences between the Association and the County through interpretation, suggestion, and advice at any step in the appeals of the disciplinary process.
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Appeals of Disciplinary Action. Appeals of disciplinary actions may be made to the administration of the Xxxxxx-Brookline Cooperative School District. I certify that I have read and that I understand the SAU 41 Acceptable Use Agreement. I agree to abide by all the terms and conditions stated within. I understand that if I violate any terms or conditions set in this agreement, my Internet access privilege may be revoked and that I will be subject to disciplinary actions as described above up to and including suspension. I also understand that violation of this policy may subject me to criminal and/or civil liability. I agree to report any misuses of the SAU 41 computer network or Internet services to my teacher and building administrator. I will use the SAU 41 computer network, Internet services entirely at my own risk and I hereby release SAU 41, and agree to indemnify SAU 41 and hold SAU 41, and its agents, officers and employees harmless, from any claims arising from my use of the SAU 41 Computer network and Internet services. Student Name (PLEASE PRINT) Student's Signature Date Please Note: If the student is under the age of 18, both the parent and the student must sign this form. During school activities, teachers and other staff will guide students toward appropriate materials. Outside of school, families bear responsibility for the same guidance as they exercise with other information sources such as television, telephone, movies, radio and other potentially offensive media.
Sample 1

Related to Appeals of Disciplinary Action

  • 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. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

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

  • 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.

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

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