BREACHES OF DISCIPLINE Sample Clauses

BREACHES OF DISCIPLINE. 16.1 No employee shall be subject to the penalties of clause 16.2 unless a fair procedure is applied and decisions and processes incorporate the principles of natural justice and are free from bias. 16.2 If, in accordance with the College’s disciplinary policy, an employee is found by the College to have committed a breach of discipline, the College may: a) reprimand the employee; b) transfer the employee to another public sector agency or authority, with the consent of that agency or transfer the employee to another position at the College at which the employee is currently employed; c) impose on the employee a fine not exceeding the equivalent of five days pay that the employee would have received immediately prior to the breach of discipline finding; d) reduce the monetary remuneration of the employee within the employee’s existing classification; e) reduce the level of classification of the employee; f) dismiss the employee; 16.3 Other than where the employee is dismissed under subclause 16.2(f), the employer may take action under any two or more of the above sub-clauses. 16.4 If an employee who has been subject to disciplinary action is aggrieved by a decision resulting from such action, he/she may appeal against that decision to the WAIRC.
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BREACHES OF DISCIPLINE. Xxxxxxxx of discipline shall be dealt with in the first instance by the team manager in charge of the trip, who has certain powers delegated to him/her and has the authority to deal with offences immediately; including making arrangements for the immediate return home of the offenders.
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BREACHES OF DISCIPLINE. 24.1 No employee shall be subject to the penalties of sub-clause 24.2 of this clause unless a fair procedure is applied and decision and processes incorporate the principles of natural justice and are free from bias. 24.2 If, in accordance with the College’s disciplinary policy, an employee is found by the College to have committed a breach of discipline, the College may: (a) reprimand the employee; (b) transfer the employee to another public sector agency, with the consent of that agency or transfer the employee to another position at the College at which the employee is currently employed; (c) impose on the employee a fine not exceeding the equivalent of five days pay that the employee would have received immediately prior to the breach of discipline finding; (d) reduce the monetary remuneration of that employee; (e) reduce the level of classification of the employee; (f) dismiss the employee; or (g) except where the employee is dismissed under sub-clause 24.2 (f) of this clause, take action under any two or more of the above sub-clauses. 24.3 Other than in the case of termination in accordance with sub-clause 24.2 (f) of this clause, which is subject to other provisions under the Industrial Relations Act 1979, an employee aggrieved by a decision resulting from the disciplinary process may appeal against that decision by referring the matter to the WAIRC for determination.
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BREACHES OF DISCIPLINE. The Prison Rules define the legal requirements with regard to disciplinary matters for remand and convicted Prisoners. The Governor and/or Controller will be responsible for the inquiry, adjudication and disposal of any charges laid against a Prisoner including where the alleged matter occurred whilst the Prisoner was in the care and custody of the Service Provider.
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BREACHES OF DISCIPLINE. ‌ 45.1 An employee is regarded as having committed a breach of discipline when he/she: (a) Contravenes or fails to comply with the Act or with the Institute's Code of Conduct; and/or (b) Is found guilty in a court of an offence that affects the employee's employment committed before or after the commencement of the Act; and/or (c) Disregards or disobeys a lawful order or direction given by a person having authority to give such an order or direction; and/or (d) Uses a substance (including liquor or a drug) in a manner that results in inadequate performance of the employee's duties or improper conduct at the place of employment and/or during the hours of duty; and/or (e) Is negligent or careless in the discharge of any of the employee's duties or fails to perform the duties assigned to him or her; and/or (f) Harasses or coerces another employee; and/or (g) Without good cause, is absent from duty without leave; and/or (h) Except as authorised by the Director, engages in any remunerative employment, occupation or business outside the Institute; and/or (i) In relation to an application of the employee for appointment, promotion or transfer to perform duties in the Institute or at any stage in the selection process, provides information to the Director or the Director's representative that the employee knows, or ought reasonably to know, is false or misleading; and/or (j) Provides information in the course of his or her employment that he or she knows or ought reasonably to know is false or misleading; and/or (k) Fails to remedy previous unsatisfactory conduct or fails to comply with a formal caution; and/or (l) In the course of employment or in circumstances having a relevant connection to his or her employment, conducts himself or herself in an improper manner; and/or (m) Otherwise disregards or acts in a manner inconsistent with the Act or the Code of Conduct.
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BREACHES OF DISCIPLINE. Any failure or omission related to a duty or standard or conduct established by this code constitutes a breach of discipline and will subject the concerned officer to disciplinary action.
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BREACHES OF DISCIPLINE. In all cases of possible disciplinary action each allegation will be considered on its own merits. However, in general, matters requiring disciplinary consideration tend to fall into separate categories.
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Related to BREACHES OF DISCIPLINE

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • Breaches In the event of any alleged breach of this Appendix the matter shall be referred to the Disputes Board in accordance with Clause 12.2.7 of this Agreement.

  • of The Book of Discipline of The United Methodist Church (2016 Edition, as amended)(the “Discipline”), at which at least two-thirds (2/3) of the professing members present at the church conference of Local Church voted to disaffiliate from The United Methodist Church “for reasons of conscience regarding a change in the requirements and provisions of the Book of Discipline related to the practice of homosexuality or the ordination or marriage of self-avowed practicing homosexuals as resolved and adopted by the 2019 General Conference, or the actions or inactions of its annual conference related to these issues which follow.”

  • 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.

  • Forms of Discipline ‌ Discipline includes oral and written reprimands, reduction in pay, suspension, demotion, and discharge.

  • Restrictive Covenants a. The Property is believed and shall be taken to be correctly described and is sold subject to:- (i) All existing easement, public and private right of way, support, drainage, light and all other rights or other incidents (if any), lease, tenancy, occupier, encroachment, trespass, nuisance, charge, lien, caveat, previous sale and purchase, previous assignment, covenant, common right and liability (including but not limited to liability to local authorities incurred but not ascertained and any rate made but not demanded), express and implied condition, restriction-in-interest and encumbrances subsisting thereon or there over without any obligation arising for the Assignee to define the same respectively; (ii) Any notice or knowledge of acquisition proceedings, encroachment or that the Government or other authority has any immediate intention of acquiring the whole or any part of the Property for road, back lane or other improvement scheme whatever affecting the same. b. The Purchaser shall be deemed to have full knowledge of the nature and effect thereof and shall make no objection or requisition in respect thereof.

  • Data Breaches 4.1 The Data Processor does not guarantee that its security measures will be effective under all conditions. If the Data Processor discovers a data breach within the meaning of Article

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