Discharge Hearing Sample Clauses

Discharge Hearing. Such hearing shall be held before an official of the Company who shall be designated by it for the purpose, and at such hearing such Employee may be represented by one or more members of the Grievance Committee and shall be given a reasonable opportunity to present evidence on his behalf.
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Discharge Hearing. In the event an employee is recommended for discharge by the Director of Maintenance and Crafts and, a grievance alleging that the Employer does not have just and good cause for such discharge must be filed in writing with the Director of Maintenance and Crafts within forty- eight (48) hours, in which case a hearing before the Superintendent or his designee shall be held within seven (7) days.
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Discharge Hearing. 13.1 Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein.
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Discharge Hearing. Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein. Before the Superintendent makes a recommendation to discharge to the Board of Education the affected employee will be provided with an opportunity to have a hearing before the Superintendent. The Superintendent will notify the employee in writing that he is considering terminating his or her services. The employee must request a hearing before the Superintendent within five (5) business days of receipt of the notice from the Superintendent. The employee may be represented at the hearing by a person or persons of his/her choice. The Superintendent will render a decision within fifteen (15) business days after the close of the hearing.
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Discharge Hearing. At any such hearing, the facts concerning the case shall be made available to both parties. After such hearing, the Company may conclude whether the discharge shall become final or, dependent upon the facts of the case, that such discharge shall be converted to a suspension or revoked. If the discharge is revoked by the Company, the Company shall reinstate and compensate the Employee affected on the basis of an equitable lump sum payment mutually agreed to by the parties, or, in the absence of agreement, make him whole in the manner set forth in Section 3 below, unless it is agreed by the parties hereto that such Employee shall be disciplined without pay as a condition of such revocation. If the discharge of the Employee is affirmed, the Employee may within five (5) calendar days after such disposition, file a grievance at Step 3 of the procedure for adjustments of grievances set forth in Article 9 hereof. If any such Employee shall not file a grievance within such five (5) day period, his discharge shall become final. The Step 3 decision on all discharge cases shall be made by the Company within five (5) working days from the date of filing of the grievance, if any. Should such decision ultimately proceed through Step 4 and be appealed to arbitration, such arbitrator shall have specific authority to make the discharge final; or in the event of reinstatement of the Employee, he may make him whole for the period of his suspension or discharge, which shall include providing him such earnings, or offset such earnings or other benefits as he may have received other than from the Company, or may reinstate him without compensation for lost time, as the arbitrator may determine from the facts presented. The arbitrator may, where circumstances warrant, modify or eliminate the offset of such earnings or from other amounts.
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Discharge Hearing. Where the Fire requires a hearing under subsection the discharge shall not take effect before the hearing is disposed of.
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Discharge Hearing. 6.01 When there is a grievance alleging improper discharge or suspension of a seniority employee, the employee’s grievance shall be presented in writing within two (2) working days. The Company will arrange a meeting at Step 3 within two (2) working days after receiving the grievance. The grievor may attend the meeting if the grievor requests to do so. 6.02 When an employee has been discharged or suspended, the employee may meet with the employee’s committeeperson in private for a reasonable period of time not to exceed one (1) hour, before leaving the Company premises.
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Discharge Hearing. At any such hearing, the facts concerning the case shall be made available to both parties. After such hearing, the Company may conclude whether the discharge shall become final or, dependent upon the facts of the case, that such discharge shall be converted to a suspension or revoked. The Company agrees that consideration shall be given to the Employee and the Employee’s total work performance If the discharge is revoked by the Company, the Company shall reinstate and compensate the Employee affected on the basis of an equitable lump sum payment mutually agreed to by the parties, or, in the absence of agreement, make him whole in the manner set forth in Section 3 below, unless it is agreed by the parties hereto that such Employee shall be disciplined without pay as a condition of such revocation. If the discharge of the Employee is affirmed, the Employee may within five (5) calendar days after such disposition, file a grievance at Step 3 of the procedure for adjustments of grievances set forth in Article 9 hereof. If any such Employee shall not file a grievance within such five
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Discharge Hearing. Any dispute with respect to the discharge of a noncompetitive or labor class civil service employee who has achieved permanent status and who is not eligible for a hearing pursuant to Section 75 of the Civil Service Law may be processed in accordance with the procedures contained herein. Before the Superintendent makes a recommendation to discharge to the Board of Education the affected employee will be provided with an opportunity to have a hearing before the Superintendent. The Superintendent will notify the employee in writing that he is considering terminating his or her services. The employee must request a hearing before the Superintendent within five (5) business days of receipt of the notice from the Superintendent. The employee may be represented at the hearing by a person or persons of his/her choice. The Superintendent will render a decision within fifteen (15) business days after the close of the hearing. The District reserves the right to suspend an employee with or without pay pending a final decision of the Board of Education. The provisions of this article shall not be subject in any way to the Grievance Procedure.
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Related to Discharge Hearing

  • Discharge Grievance (a) An employee shall only be discharged from the employment for just cause, except that an employee who has not completed the probationary period may be released based on a fair and proper assessment against reasonable standards of performance and suitability. An allegation of action contrary to this clause may be taken up as a grievance. As a good labour relations practice, the Home agrees to provide written reasons within seven (7) calendar days to the affected employee in the case of discharge or suspension. (b) Such grievance shall proceed directly to Step No. 1 of the grievance procedure and must be presented in writing, dated and signed within ten (10) days following the discharge. (a) If an employee is to be reprimanded or disciplined, she may have a Union Representative present if she so requests. (b) If an employee is to be suspended or discharged, the Employer shall notify her of this right prior to the outset of the meeting. (c) The Union Representatives undertake to be reasonably available in person or by telephone for such meeting. In extraordinary circumstances when a Union Representative is unavailable, the Union Representative shall provide an alternate representative.

  • DISCHARGE CASES If an employee believes that he has been unjustly discharged he may commence grievance procedure and it will be instituted at Step 2.

  • Discharge Procedure An employee who has completed the probationary period may be dismissed, but only for just cause, and only upon the authority of the Employer. The immediate Manager may suspend an employee but shall immediately report such action to the Executive Director. When an employee is discharged or suspended, the employee shall be given the reason in the presence of the Xxxxxxx. Such employee and the Union shall be advised promptly in writing by the Employer of the reason for such discharge or suspension.

  • Hearing Tests Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that he has been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that he has ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two. 10.02 It is understood that an employee has the right to Union representation by a shop xxxxxxx or other Union Officer when discipline is given. The Employer shall send a copy of any written discipline to the Union. Should the Employer fail to provide a copy of the discipline, the timelines found in Article 9.03 shall be waived. 10.03 All disciplinary notices on an employee's record shall be removed after fifteen (15) months. 10.04 A claim of suspension or discharge may be settled by confirming the Employer's action or by reinstating the employee with full seniority and compensation for lost time, or by any other arrangements as to compensation or reinstatement which is just and equitable in the opinion of the conferring Parties, or in the opinion of the arbitrator. 10.05 It is clearly understood between the Parties that Probationary Employees may be discharged for reasons less serious in nature than employees having attained proper seniority standing. 10.06 An employee shall be granted access to his personnel file on demand at a convenient time and, if the employee wishes, in the presence of a Union Officer or Union Staff Representative.

  • Discharge; Reinstatement Each Guarantor’s obligations hereunder will remain in full force and effect until the principal of, premium, if any, and interest on the Notes and all other amounts payable by the Company under this Indenture have been paid in full. If at any time any payment of the principal of, premium, if any, or interest on any Note or any other amount payable by the Company under this Indenture is rescinded or must be otherwise restored or returned upon the insolvency, bankruptcy or reorganization of the Company or otherwise, each Guarantor’s obligations hereunder with respect to such payment will be reinstated as though such payment had been due but not made at such time.

  • Discharge of Liens If any mechanic’s, laborer’s or materialman’s lien (other than a lien arising out of any work performed by the FCRHA) at any time shall be filed in violation of the obligations of Tenant pursuant to Section 15.01 against the Premises or any part thereof or the Project or any part thereof, or, if any public improvement lien created or permitted to be created by Tenant shall be filed against any assets of, or funds appropriated to, the FCRHA, Tenant, within forty-five (45) days after notice of the filing thereof shall cause the same to be discharged of record by payment, deposit, bond, order of a court of competent jurisdiction or otherwise. If Tenant shall fail to cause such lien to be discharged of record within the period aforesaid, and if such lien shall continue for an additional ten (10) days after notice by the FCRHA to Tenant, then, in addition to any other right or remedy, the FCRHA may, but shall not be obligated to, discharge the same either by paying the amount claimed to be due or by procuring the discharge of such lien by deposit or by bonding proceedings, and in any such event, the FCRHA shall be entitled, if the FCRHA so elects, to compel the prosecution of an action for the foreclosure of such lien by the lienor and to pay the amount of the judgment in favor of the lienor with interest, costs and allowances. Any amount so paid by the FCRHA, including all reasonable costs and expenses incurred by the FCRHA in connection therewith, together with interest thereon at the Involuntary Rate, from the respective dates of the FCRHA’s making of the payment or incurring of the costs and expenses, shall constitute Additional Costs and shall be paid by Tenant to the FCRHA within ten (10) days after demand. Notwithstanding the foregoing provisions of this Section 15.02, Tenant shall not be required to discharge (and the FCRHA shall not pay or discharge) any such lien if Tenant is in good faith contesting the same and has furnished a cash deposit or a security bond or other such security reasonably satisfactory to the FCRHA in an amount sufficient to pay such lien with interest and penalties.

  • Discharge Planning If further care at home or in another facility is appropriate following discharge from the Hospital, Blue Shield will work with the Member, the attending Physician and the Hospital discharge planners to determine the most appropriate and cost effective way to provide this care.

  • Discharge of Liabilities Liabilities of the Partnership include amounts owed to Partners otherwise than in respect of their distribution rights under Article VI. With respect to any liability that is contingent, conditional or unmatured or is otherwise not yet due and payable, the Liquidator shall either settle such claim for such amount as it thinks appropriate or establish a reserve of cash or other assets to provide for its payment. When paid, any unused portion of the reserve shall be distributed as additional liquidation proceeds.

  • Hearing Aids Any active employee who is insured under any one of the 9 District sponsored medical plans may request reimbursement for the costs of 10 hearing aids. The maximum amount of reimbursement shall not exceed one 11 thousand dollars ($1,000) within any three (3) year period. The cost of 12 hardware, fitting tests, and other tests related to the hearing aids purchased 13 shall be included for reimbursement purposes. 14

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