Disciplinary a. Details of any active restoring efficiency case for reasons of performance
b. Details of any active disciplinary cases where corrective action is on going
Disciplinary. The employee is separated by the employer for disciplinary cause arising from the employee's performance or non-performance of job responsibilities. Such action occurs at any necessary point in time
Disciplinary. Disciplinary transfers, when necessary, shall be for just cause and shall follow a conference with HR.
Disciplinary initial review: The Head of Student Services will review the matter and will normally have an initial meeting with you within five working days. The Head of Student Services may appoint a representative to act on their behalf. The Head of Student Services may decide to take no further action or to continue with disciplinary action. The Head of Student Services may suspend you while we take action (see paragraph 18.6).
Disciplinary. The Administration may take progressive disciplinary action against any Unit Member for conviction of a felony or a major misdemeanor in accordance with state law, or for violations of or failure to comply with, any provisions of this contract or any reasonable rules and regulations adopted by the Board. Such disciplinary action may be imposed as follows:
Disciplinary. The salary shall be the same step which the employee had before the demotion; however, the employee shall not be placed on a step which provides for a lower salary than the employee had prior to the promotion.
Disciplinary. 13.1 Any formal action against an employee will be taken under their employing Borough’s Disciplinary Policies and Procedures. Where these procedures state the immediate line manager, this will mean the employee’s line manager, regardless of the line manager’s employing organisation.
13.2 Appropriate HR advice from the employing organisation must be sought, but always in the following instances: - in all cases of potential gross misconduct; - when there is police, fraud or safeguarding involvement; - where a trade union representative is involved; and - where there is an allegation of bullying or harassment made by an employee of one organisation against an employee of another organisation.
Disciplinary. Details of any active restoring efficiency case for reasons of performance; and
Disciplinary. The employee is separated by the employer for just cause. Just cause includes, but is not limited to: deficient or non-performance of job responsibilities; a violation of any rule, regulation or policy; misconduct in office; gross insubordination; willful neglect of duty; immorality; and adjudication of guilt or conviction of a crime involving moral turpitude or felony charge.
Disciplinary. When an employee is demoted for disciplinary reasons, the rate of pay in the lower range shall be no less than that which the employee received prior to promotion
