Causes for Disciplinary Actions Sample Clauses

Causes for Disciplinary Actions. Employees may not be disciplined except for just cause. Causes for disciplinary action against any employee may include, but shall not be limited to, the following: • Conduct or behavior not becoming of an employee in the public service or tending to adversely impact the District’s reputation. • Fraud in securing appointment. • Inexcusable neglect of duty. • Violation of safety rules. • Nonobservance of work hours, including excessive absences or tardiness • Being in the unauthorized possession of, or under the influence of alcoholic beverages, nonprescription or unauthorized narcotics or dangerous drugs during work hours. • Refusal or failure to perform lawful work assigned. • Unauthorized soliciting on District property. • Conviction of a felony or conviction of a misdemeanor involving moral turpitude. • Offensive treatment of the public or another employee. • Disobedience of, or insubordination to proper authority. • Misuse of District property. • Violation of any of the provisions of the District rules and regulations. • Falsification of District records. • Theft. • Unethical conduct (for example, abuse of Unscheduled Leave, release of confidential information, unauthorized leave). • Dishonesty. • Unsatisfactory performance. • Poor judgment. • Discrimination, harassment or retaliation.
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Causes for Disciplinary Actions. 17.4.1 The following is a list of the types of causes for disciplinary action. The list is not meant to be exclusive: a. Incompetency or inefficiency in the performance of the duties of his/her position. b. Insubordination (including, but not limited to, refusal to do assigned work). c. Carelessness or negligence in the performance of duty or in the care or use of County Office property. d. Discourteous, offensive, or abusive conduct or language toward other employees, pupils, or the public.
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Causes for Disciplinary Actions. Causes for disciplinary action against any employee may include, but shall not be limited to, the following: 1. Conduct or behavior not becoming of an employee. 2. Fraud in securing appointment. 3. Inexcusable neglect of duty. 4. Violation of safety rules. 5. Nonobservance of work hours. 6. Being in the unauthorized possession of, or under the influence of alcoholic beverages, nonprescription or unauthorized narcotics or dangerous drugs during working hours. 7. Refusal or failure to perform lawful work assigned. 8. Unauthorized soliciting on City property. 9. Conviction of a felony or conviction of a misdemeanor involving moral turpitude. 10. Offensive treatment of the public or another employee. 11. Disobedience of or insubordination to proper authority. 12. Misuse of City property. 13. Violation of any of the provisions of any City rules, Code, Charter or departmental rules and regulations. 14. Falsification of City records.
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Causes for Disciplinary Actions. A. Incompetency or inefficiency in the performance of the duties of the position. B. Insubordination, including, but not limited to refusal to do assigned work. C. Inappropriate, offensive, or abusive conduct or language toward other employees, pupils, or the public. D. Dishonesty (while in working status with the District). E. Drinking alcoholic beverages on the job, or reporting for work while under the influence of alcohol F. Addition to or being under the influence of narcotics while on the job. G. Repeated unexcused absence or tardiness. X. Xxxxx of leave or vacation privileges (unauthorized leave). I. Absence without notification. J. Falsifying any information supplied to the District including information supplied on application forms, employment record or any other school district record. K. Willful or persistent violation of State law or policies and regulations of the District. L. Conviction of crimes of moral turpitude or sex offences and/or narcotics offenses as defined in Education Code 44010 and 44011. M. Failure to adequately care for and safeguard assigned District material, equipment or facilities. N. Any other action or lack of action that is detrimental to the school district and public service.
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Causes for Disciplinary Actions. A. Actions subject to discipline: In addition to those prescribed in Education Code Section 45123, 45124, and 45303, or other governmental statutes, the following are causes for disciplinary action:
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Causes for Disciplinary Actions. 28.4.1 Incompetence or inefficiency in the performance of the duties of the position. 28.4.2 Insubordination, including, but not limited to, refusal to do assigned work. 28.4.3 Discourteous, offensive, or abusive conduct or language toward other employees, pupils, or the public. 28.4.4 Dishonesty (while in working status with the District). 28.4.5 Drinking alcoholic beverages on the job, or reporting for work while under the influence of alcohol. 28.4.6 Addiction to or being under the influence of narcotics on the job. 28.4.7 Repeated unexcused absence or tardiness. 28.4.8 Abuse of leave or vacation privileges (unauthorized leave). 28.4.9 Absence without notification. 28.4.10 Falsifying any information supplied to the District including information supplied on application forms, employment records or any other school district record. 28.4.11 Willful or persistent violation of State law or policies and regulations of the District. 28.4.12 Conviction of crimes of moral turpitude or sex offenses and/or narcotics offenses as defined in Education Code §44010 and 44011. 28.4.13 Failure to adequately care for and safeguard assigned District material, equipment or facilities. 28.4.14 Any other action or lack of action that is detrimental to the school district and public service.
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Causes for Disciplinary Actions. (Reasons Why a Unit Member May be Disciplined) 34
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Related to Causes for Disciplinary Actions

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

  • 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.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • 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.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include written censures, letters of reprimand and adverse reports or employee appraisals. (b) An employee shall be given a copy of any document, report, incident, or notation placed on the employee's file which might be the basis of disciplinary action. (c) Should an employee dispute any such entry in her file, she shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of her personnel record. (d) Upon the employee's written request, any such document, other than official evaluation reports, shall be removed from the employee's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. (e) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

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