Corrective Action. Despite its right to terminate this Agreement pursuant to this Article, the LHIN may choose not to terminate this Agreement and may take whatever corrective action it considers necessary and appropriate, including suspending Funding for such period as the LHIN determines, to ensure the successful completion of the Services in accordance with the terms of this Agreement.
Corrective Action. Should the State determine that the progress of work does not satisfy the milestone schedule set forth in a work authorization, the State shall review the work schedule with the Engineer to determine the nature of corrective action needed.
Corrective Action. Despite its right to terminate this Agreement pursuant to this Article, the Funder may choose not to terminate this Agreement and may take whatever corrective action it considers necessary and appropriate, including suspending Funding for such period as the Funder determines, to ensure the successful completion of the Services in accordance with the terms of this Agreement.
Corrective Action. Where audit findings indicate deficiencies in the controls, a corrective action plan shall be developed by the Official Agency in liaison with the Authority.The Authority will monitor implementation of the plan to ensure corrective action is adequate, appropriate and implemented in a timely manner. The Authority may, if it is deemed appropriate, verify closeout of findings through a supplementary audit
Corrective Action. Final Counseling that occurs within the six (6) months prior to the layoff will be considered in effect should the employee be rehired. The employee will continue to be subject to any consequences of not following the directives and/or action plan(s) specified in the current corrective action.
Corrective Action. A. The Union recognizes the right of the City to take corrective action with employees for just and proper cause. Corrective action may include oral and written reprimands, reduction in pay, suspension or dismissal.
B. No employee shall be disciplined (except for oral and written reprimands) without a pre-disciplinary meeting unless the employee specifically waives the meeting in writing. Pre-disciplinary meetings shall be conducted by the Department Head or designee. In cases of serious misconduct, an employee may be suspended without pay pending a pre-disciplinary meeting. Such suspensions shall be subject to the grievance procedure.
C. Discipline must be issued to an employee within fifty (50) work days of the date the supervisor becomes aware of the precipitating incident. However, this is not required in cases involving violations of Administrative Regulations 25 (Sexual Harassment), 49 (Workplace Violence), or 55 (Offensive/Derogatory Comments), this time frame will be up to eight-five (85) working days. In cases involving an investigation by a law enforcement agency, there will be no time limit for completion of the investigation. Written reprimands must be issued within 25 workdays of the supervisor becoming aware of the incident leading to the written reprimand. In instances where a verbal or written reprimand results from a pre-disciplinary meeting, the twenty-five (25) working day time limit does not apply. Oral reprimands shall not be subject to the grievance/arbitration procedure. Written reprimands are not subject to the arbitration process.
D. Employees are entitled to, and can only use Union representation (Limited to Stewards, Presidents, and Teamsters Union Business Representatives), to represent them. This representation may occur at any corrective action meeting or investigation that could reasonably lead to discipline against the employee. Investigations and meetings with bargaining unit members shall be conducted in accordance with the Supervisor’s Corrective Action Manual, which is issued by The Department of Human Resources. In the event there is no Union representation to participate in an investigation or meeting, the employee may use a bargaining unit co-worker as a representative. Employees may waive representation at any corrective action meeting or investigation that could reasonably lead to discipline against the employee.
E. Oral and written reprimands shall be removed from the employee’s personnel records after one (1) year...
Corrective Action.
(1) The Concessioner, at its sole cost and expense, shall promptly control and contain any discharge, release or threatened release, as set forth in this section, or any threatened or actual violation, as set forth in this section, arising in connection with the Concessioner's operations under this Contract, including, but not limited to, payment of any fines or penalties imposed by appropriate agencies. Following the prompt control or containment of any release, discharge or violation, the Concessioner shall take all response actions necessary to remediate the release, discharge or violation, and to protect human health and the environment.
(2) Even if not specifically required by Applicable Laws, the Concessioner shall comply with directives of the Director to clean up or remove any materials, product or by-product used, handled, stored, disposed, or transported onto or into the Area by the Concessioner to ensure that the Area remains in good condition.
Corrective Action. If the County determines that a breach of contract has occurred, that is, the Contractor has failed to comply with any terms or conditions of this Contract or the Contractor has failed to provide in any manner the work or services agreed to herein, and if the County deems said breach to warrant corrective action, the following sequence will apply:
Corrective Action. Section 1. No non-probationary employee shall be disciplined, reduced in pay, suspended or discharged except for just cause.
Section 2. Except in instances where the employee is found guilty of a felony, discipline will be applied in a corrective and progressive manner in accordance with the Employer’s Policy.
Section 3. Prior to any disciplinary action taking place that may result in reduction in pay or rank, suspension or termination, the employee shall receive a notice of alleged misconduct. Said notice shall state the alleged misconduct by the employee including dates, times and places where misconduct is alleged to of occurred. At an informal meeting, the affected employee shall be given an opportunity to respond to the specific charges. A person designated by the Employer may conduct the informal meeting. Prior to the informal meeting, the employee may elect to waive, in writing, participation in the meeting. The employee shall be advised in writing that he/she is entitled to Union representation at the informal meeting.
Section 4. Should the employee wish to respond to the charges, he shall be entitled to Union representation.
A. Upon conclusion of the meeting or upon receipt of the written waiver by the employee, if the Employer/designee believes that just cause exists, discipline shall be imposed. The affected employee shall be notified in writing of the discipline. The disciplinary action may be subject to appeal through the grievance procedure, filed at Step 1, with the Board of Trustees and if within five (5) working days following the day the employee receives the final notice of discipline.
B. No recording devices or stenographic record shall be used during questioning unless agreed to mutually by both the Employer and Union. The employee will be supplied with a copy of the transcript if requested. The cost of transcript will be borne by the party requesting the copy of the transcript. An employee may resign at any time following the receipt of a notice of discipline. Any such resignation will be processed in accordance with the Employer’s rules and regulations and the employee’s employment shall then be terminated.
Section 5. Where the Employer seeks as a penalty the imposition of a suspension without pay, a demotion in rank or removal from service of an employee, notice of such discipline shall be made in writing and served to the employee personally or by registered/certified mail with return service requested within fourteen (14) calendar...
Corrective Action. (1) No corrective action will be taken without just cause.
(2) As a general rule, corrective action shall be taken in the following progressive fashion:
(i) oral notice of performance deficiency;
(ii) written performance evaluation, special or annual, with a prescriptive period for remediation, specified therein, normally three (3) to six (6) months;
(iii) warning period of thirty (30) days to six (6) months, which warning period may be implemented during a prescriptive period if performance has not improved since the written performance evaluation;
(iv) transfer, reassignment, demotion, dismissal, or a combination thereof.
(3) In any case in which corrective action in one or more of the forms specified in Section 3(b)(iv), above, is taken, the Vermont Labor Relations Board shall sustain the corrective action as being appropriate unless the grievant can meet the burden of proving that the corrective action was arbitrary and capricious or that progressive corrective action was bypassed inappropriately. In a case in which the Vermont Labor Relations Board determines that such corrective action was arbitrary and capricious, it shall have the authority to substitute a different form of corrective action for that taken.
