Charges for Removal Sample Clauses

Charges for Removal. A. A bargaining unit employee, who has completed his/her probationary period, may be removed from University service only for cause, only upon written charges for removal and after his/her appeal has been heard B. Any of the following shall be sufficient cause for removal of an employee, although dismissal may be for causes other than those enumerated: 1. That the employee is incompetent or inefficient in the performance of his/her duties. 2. That the employee has been wantonly careless or negligent in the performance of his/her duties or has used unwarranted or excessive force in his/her treatment of the public, fellow employees or other persons. 3. That the employee has violated any lawful official regulation or order; or failed to obey any lawful and reasonable direction given by his/her superior officer. 4. That the employee has been wantonly offensive in his/her conduct toward fellow employees or the general public. 5. That the employee has taken for personal gain a fee, gift or other valuable item in the course or in connection with his/her work, when such fee, gift, or other valuable item is given to him/her by a person seeking a favor or better official treatment than that accorded other persons. 6. That the employee is engaged in a secondary business or in a trade or occupation despite prior warning and without the prior written consent of the Chief of Police 7. That the employee has been guilty of a violation or violations of Section 40 of the Merit System Law referring to dishonest or fraudulent actions regarding examinations and act of coercion against other employees. 8. That the employee has been convicted of a criminal offense or of a misdemeanor involving moral turpitude or of domestic violence. 9. That the employee, through negligence or willful conduct, has caused damage to public property or waste of public supplies. 10. That the employee has been guilty of a violation or violations of the provisions of Chapter 122 of the Acts of 1908, commonly known as the Corrupt Practices Act, or using, threatening to use, or attempting to use, political influence or the influence of any State employee or officer in securing promotion, transfer, leave of absence, or increased pay. 11. That the employee has willfully made a false official statement or report. 12. That the employee has been guilty of conduct such as to bring the Department and/or the University into public disrepute. C. When the Chief of Police recommends that charges be filed for remov...

Charges for Removal. 1. An employee who is notified of charges for removal may request an opportunity to present a defense within 5 working days from the date on which the employee receives the charges for removal, as evidenced by the return receipt or other evidence of delivery of the charges to the employee. An appeal of charges for removal shall be referred by the Institution Director of Human Resources/Personnel or designee to the Institution Chief Executive Officer or designee (hereinafter referred to as CEO or designee). The Institution CEO or designee shall, within 30 working days, if possible, investigate the charges and give the employee an opportunity to be heard. Testimony shall be taken under oath and both parties shall have the right of representation by counsel and the right to present witnesses and give evidence. 2. Within 15 working days following the conclusion of the hearing, a written decision shall be rendered to the employee. 3. In case no hearing is requested by the employee within the prescribed time, the Institution Director of Human Resources/Personnel or designee shall act upon the charges or order such other actions as may be indicated by the findings in the case. 4. If a hearing is requested within 5 working days and the removal is upheld, Step 3 of the grievance procedure, as provided in the Policy on Grievances for Classified Employees and Associate Staff, is available to the removed employee. The appeal shall be submitted within 10 working days after receipt of the written institution decision.

Charges for Removal. A bargaining unit employee, who has completed his/her probationary period, may be removed from University service only for cause, only upon written charges for removal and after his/her appeal has been heard A. While not all inclusive, the following are examples of some offenses that will subject an employee to disciplinary action: 1. Poor performance of duties, including failure to follow instructions or to maintain established standards of workmanship or productivity. 2. Insubordination or willful disobedience including refusal to accept instructions from supervisors or other proper authorities. 3. Use of profane or abusive language on University premises, or actions that may be discourteous or harmful to others. 4. Threats, fighting, or other physical action against another person or horseplay while on University premises, including abusive, unruly, indecent or obscene conduct. 5. Continued absences or excessive tardiness that exhibit a pattern or trend. 6. Failure to inform the supervisor when leaving the workstation, or failure to report back to the workstation at the scheduled conclusion of a work break or meal period. 7. Failure of an absent employee to notify the supervisor of each day of absence unless previously excused. 8. Failure to adhere to University or departmental safety policies or procedures, including failure to immediately report an accident on University premises involving an on-the-job injury or property damage. 9. Unauthorized or improper use of University funds or property. 10. Being in an unfit condition to perform the duties of the job. 11. Sleeping on the job.