Authority to Discipline. Any designee of the Chief Court Administrator or Executive Director of Superior Court Operations who is not a member of the bargaining unit has the authority to impose discipline.
Authority to Discipline. The Union recognizes that the Employer has the responsibility for maintaining discipline and the efficient and orderly operation of the Department. Accordingly, the authority to discipline employees is vested exclusively in the Employer or its designees. Employees, excluding probationary employees, shall only be disciplined or discharged for just cause. Discipline or discharge for just cause shall include, but not be limited to, discipline or discharge for violation of the Department’s or UG’s Rules and Regulations, General and Special Orders, and Standard Operating Procedures. The Department’s or UG’s Rules and Regulations, General and Special Orders, and Standard Operating Procedures may be modified from time to time by the Department unilaterally.
Authority to Discipline. The appointing authority shall have the power and duty to take disciplinary actions pursuant to provisions of this rule; provided, however, that when a Department Head is the appointing authority, prior notification must be given to the Personnel Officer and approval of the City Manager must be obtained prior to taking the action.
Authority to Discipline. The appointing authority may dismiss, suspend or demote any employee in the classified service in accord with established County procedures. If the employee does not appeal such action within ten (10) work days after notification of such action, the disciplinary action shall be final.
Authority to Discipline. Discipline may be imposed by any designee of the Chief Court Adminis- trator who is not a member of the bargaining unit. Any discipline that is recommended by an individual who is not a state employee or state official, but rather is someone performing managerial or supervisory responsibilities under a contract with the Judicial Branch, must be approved by a Judicial Branch management employee designated by the Executive Director of the bargaining unit employee’s division.
Authority to Discipline. Each institution shall have the authority to discipline (up to and including dismissal) the other party’s exchange student should that student violate any law or regulation of the host institution or be found by a court of law to have violated any law of the host country.
Authority to Discipline. Employees shall have the authority to discipline pupils 24 under their supervision within the following limits:
26 1. Employees shall administer discipline pursuant to federal and state laws and 27 regulations.
29 2. An employee may use such force as is necessary for self protection from attack or to 30 prevent injury to another person. 31 32 3. Disciplinary Removal from Class or Activity Period: Employees are empowered to 33 exclude students from the classroom or activity area under certain conditions.
Authority to Discipline. The authority to discipline an employee shall vest with the principal, subject to the provision that final written warnings, suspensions without pay and dismissals shall be handed by the Principal with the right to appeal to the principal.
Authority to Discipline. The parties recognize the authority of Wishard Health Services to take appropriate disciplinary action for just cause.
Authority to Discipline. Employees shall have the authority to discipline students under 3 their supervision within the following limits:
4 1. Employees shall administer discipline pursuant to federal and state laws and 5 regulations.
6 2. An employee may use necessary actions for self-protection from attack or to 7 prevent injury to another person. Considerations for manifestation of disability 8 should be considered and include trained staff.
9 3. Disciplinary Removal from Class or Activity Period – Employees are empowered 10 to exclude students from the classroom or activity area under certain conditions as 11 long as the student’s Individualized Education Program (IEP)/Behavior 12 Intervention Plan (BIP) is being followed. Employees may exclude a student 13 under their supervision who is creating a disruption of the educational process or 14 who is in violation of the building disciplinary standards. 15 The student may be excluded for all or any portion of the school day or until the 16 principal or principal’s designee and the employee have conferred within the 17 limitations contained herein.
