Corrective Action Discipline Sample Clauses

Corrective Action Discipline. 8.1 (a) Full-time employees who have completed their probationary period shall be notified in writing (including email) of any issue or expression of dissatisfaction concerning their employment such as performance, conduct, attendance, etc. which could lead to corrective action (disciplinary action) within fourteen
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Corrective Action Discipline. 901 Corrective Action 902 The parties agree to adopt and follow the Corrective Action process developed by the Southern California Labor/Management Partnership Sub‐committee. The parties agree to follow the program as established. 903 In the event the Corrective Action process is discontinued the parties will meet to identify an alternative process. 904 Issue Resolution 905 The parties agree to the philosophy and concepts outlined in the Issue Resolution process developed by the Southern California Labor/Management Partnership Sub‐ committee. The parties agree to follow the program as established. 906 In the event the Issue Resolution process is discontinued the parties will meet to determine if an alternative process is necessary. 907 Discipline 908 The Employer shall discipline, suspend or discharge any CNM/WOCN for just cause only. 909 All CNM/WOCN shall have the right to have a Union Representative present at any meeting with supervisors or Management representatives when such meetings are investigatory, accusatory or disciplinary in nature. Management will advise the concerned CNM/WOCN if the intent of the meeting is to be investigatory, accusatory or disciplinary in nature. 910 The Employer shall notify the State Association of a discharge within seven (7) workdays stating the reason for the action taken. Such notice may first be made by telephone, with written confirmation to be made as soon thereafter as is reasonable. In the event a Union Representative is present during the termination, the Union will be deemed to have been notified. Receipt by the Local Affiliate Representative of the Corrective Action/Notice of Disciplinary Action will constitute notification as referred to in this paragraph. 911 If the Union is not notified within seven (7) workdays, the termination will be considered automatically appealed to Step Two of the Grievance Procedure. 912 CNM/WOCNs will receive copies of all corrective action disciplinary notices placed in their personal/personnel files and shall have the right to rebut in writing any corrective action/disciplinary notice. Such rebuttal shall be attached to the corrective action/disciplinary notice and placed in the personal/personnel file. Any materials relating to corrective action/discipline for which there has been no reoccurrence for one
Sample 1
Corrective Action Discipline. The Service Center shall have the right to 19 suspend, discharge and discipline nurses for proper cause. Disciplinary 20 Corrective action may include documented verbal warnings, written warnings, 21 and in some cases a final written warning, suspensions without pay, or 22 discharge. These corrective actions forms of discipline will generally be used 23 progressively, but the Service Center may bypass one or more of these 24 disciplinary steps consistent with if they believe they have proper just cause 25 to do so.
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Corrective Action Discipline 
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Related to Corrective Action Discipline

  • 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 Actions The Government will use its best efforts to ensure that each Covered Provider (i) takes, where necessary, appropriate and timely corrective actions in response to audits, (ii) considers whether the results of the Covered Provider’s audit necessitates adjustment of the Government’s records, and (iii) permits independent auditors to have access to its records and financial statements as necessary.

  • Corrective Action Plan Within fifteen (15) Business Days following the establishment of the Joint Remediation Committee, the Purchasers, in consultation with the Sellers, shall prepare and submit to the Joint Remediation Committee an initial draft of the Corrective Action Plan. The parties shall work in good faith through the Joint Remediation Committee to finalize the Corrective Action Plan within fifteen (15) Business Days of the Purchasers’ submission of the initial draft of the Correct Action Plan. At the end of such period, if the Sellers reasonably determine that the Corrective Action Plan proposed by the Purchasers (as may be modified over the course of such period) would not reasonably be expected to satisfactorily address the Major Default, then the Sellers may escalate the issue to the Head of Commercial Capital (or equivalent leader of any successor business unit) of the Seller Group and the Chief Executive Officer of the Bank Assets Purchaser (the “Senior Executives”) and the Senior Executives shall work collaboratively (including with the Joint Remediation Committee) to develop a mutually agreeable Corrective Action Plan within fifteen (15) Business Days.

  • Corrective Action Plans If the OAG finds deficiencies in XXXXXXX’s performance under this Grant Contract, the OAG, at its sole discretion, may impose one or more of the following remedies as part of a corrective action plan: increase of monitoring visits; require additional or more detailed financial and/or programmatic reports be submitted; require prior approval for expenditures; require additional technical or management assistance and/or make modifications in business practices; reduce the contract amount; and/or terminate this Grant Contract. The foregoing are not exclusive remedies, and the OAG may impose other requirements that the OAG determines will be in the best interest of the State.

  • Corrective Action and Notice If Customer becomes aware of any actual or threatened activity prohibited by Section 3.3, Customer shall, and shall cause its Authorized Users to, immediately: (a) take all reasonable and lawful measures within their respective control that are necessary to stop the activity or threatened activity and to mitigate its effects (including, where applicable, by discontinuing and preventing any unauthorized access to the Services and Provider Materials and permanently erasing from their systems and destroying any data to which any of them have gained unauthorized access); and (b) notify Provider of any such actual or threatened activity.

  • 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.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Mitigation and Corrective Action Business Associate shall mitigate, to the extent practicable, any harmful effect that is known to it of an impermissible use or disclosure of PHI, even if the impermissible use or disclosure does not constitute a Breach. Business Associate shall draft and carry out a plan of corrective action to address any incident of impermissible use or disclosure of PHI. If requested by Covered Entity, Business Associate shall make its mitigation and corrective action plans available to Covered Entity. Business Associate shall require a Subcontractor to agree to these same terms and conditions.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

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