Disciplinary Action and Conference Sample Clauses

Disciplinary Action and Conference. 9.§6.1 Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing prior to the conference of the claimed violation and disciplinary penalty or possible penalty contemplated. Nothing shall prevent the Employer from withholding a penalty determination until after the Disciplinary Conference provided herein has been completed.
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Disciplinary Action and Conference. Except as otherwise provided in sections 3B and 4 of this Article, a disciplinary conference shall be held within thirty (30) calendar days of completion of the investigation, and discipline, if any, shall be imposed within thirty (30) calendar days of the disciplinary conference. A. Whenever an employee is to be formally charged with a violation which may lead to discipline, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore, and of his/her right to representation at such conference. Nothing shall prevent the Employer from withholding a penalty determination until after the Disciplinary Conference provided herein has been completed. Whenever it is determined that disciplinary action is appropriate, a Disciplinary Conference shall be held with the employee, at which the employee shall be entitled to Union representation. Any pay provided by the employer for attending a Disciplinary Conference shall be governed by Civil Service rules and regulations. The representative must be notified and requested by the employee. However, the Employer must notify the employee of his/her right to such representation. No Disciplinary Conference shall proceed without the presence of a requested Representative. The Representative shall be a local Xxxxxxx or a Union Staff Person so that scheduling of the Disciplinary Conference shall not be delayed. The employee shall be informed of the nature of the charges against him/her and the reasons that disciplinary action is intended or contemplated. Except in accordance with Sections 3B and 4 of this Article, an employee shall be promptly scheduled for a Disciplinary Conference. Questions by the employee or representative will be fully and accurately answered at such meeting to the extent possible. Response of the employee, including his/her own explanation of an incident if not previously obtained, or mitigating circumstances, shall be received by the Employer. The employee shall have the right to make a written response to the results of the Disciplinary Conference which shall become a part of the employee's file. Disciplinary conference proceedings may not be taped or electronically recorded in any other manner unless mutually agreed to by the Employer and the Union representative at the conference. The employee shall be given and sign for a copy of the written no...
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Disciplinary Action and Conference. 1. Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore. Nothing shall prevent the Employer from withholding a penalty determination until after the Disciplinary Conference provided herein has been completed. 2. In the case of an employee dismissed for unauthorized absence for three (3) consecutive days or more, or who is physically unavailable, a Disciplinary Conference need not be held, however, notice of disciplinary action shall be given.
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Disciplinary Action and Conference. 1. Whenever an employee is to be formally charged with a violation of any obligation, rule, regulation or policy, or charges are in the process of being prepared, a Disciplinary Conference shall be scheduled and the employee shall be notified in writing of the claimed violation and disciplinary penalty or possible penalty therefore. Nothing shall prevent the Employer from withholding a penalty determination until after the Ddisciplinary Cconference provided herein has been completed. Whenever it is determined that disciplinary action is appropriate, a Ddisciplinary Cconference shall be held with the employee at which the employee shall be entitled to Union representation. The Representative must be notified and requested by the employee. Upon request, a supervisor will assist the employee by providing contact information for the Union. The Employer shall provide at least five (5) weekdays advance notice of the meeting to the employee. Disciplinary packets shall be transmitted no less than five (5) week days before the conference. Disciplinary packets shall include consecutively numbered pages, the notice of charges and the facts relied upon by the Employer in determining that disciplinary action is appropriate. The parties agree it is their intent to utilize the following process for transmitting disciplinary packets to the Union no less than five (5) weekdays before the scheduled disciplinary conference consistent with the Memorandum of Understanding dated 2/16/10. In the event that there is a sSteward at the same worksite as the employee who is the subject of the disciplinary conference, the Employer will give the sSteward the disciplinary packet. In the event that there is no sSteward designated for the employee who is the subject of the disciplinary conference or the sSteward is not at the same worksite as the employee, the Employer will email, fax, mail or deliver the disciplinary packet to the Local 6000 office in Lansing. The first weekday after the packet is emailed, faxed, or delivered will count as the first of the five (5) weekdays. The Employer may also mail the disciplinary packet to the Local 6000 if the document is too lengthy to email or fax. However, an additional three (3) weekdays (to account for mail time) must be added. In all cases, if the sSteward is on leave and not at their worksite, the packet will be provided to the Local 6000 office using the process outlined above. Weekdays, for the purpose of the process, are defined as Monday...
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Disciplinary Action and Conference. 4.§5.1 Whenever an employee is accused of, or to be formally charged with a violation of any rules and policies, a Disciplinary Conference shall be held within five (5) regularly scheduled working days of the Investigatory meeting (excluding days the employee is on approved leave). An employee may, however, waive his/her right to attend a Disciplinary Conference by signing a waiver form after being offered or provided Union representation at the investigatory meeting. The employee will be notified in writing prior to the conference of the claimed violation. No Disciplinary Conference shall proceed without the presence of a Union representative unless the employee waives Union representation at the Disciplinary Conference by signing a waiver form. The employee shall be informed of the nature of the accusations or charges and the reasons that disciplinary action is intended or contemplated. The employee shall have a right to respond to any accusations or charges both orally and in writing before a final discipline decision is made. 4.§5.2 The Disciplinary Conference shall be attended by the employee, the appropriate xxxxxxx(s) or their designees to be determined by the Union, and the appropriate University representatives, including the manager and/or supervisor who initiated and/or approved the disciplinary action or their designated representative(s). If further investigation is necessary after the Disciplinary Conference, the Employer shall schedule a subsequent clarification conference and the employee shall have the same rights that apply to the Disciplinary Conference prior to issuance of any disciplinary action. When there is an alleged Section 1 rule violation, or any alleged violation of any other rule or policy that may result in disciplinary action of suspension up through termination, the Disciplinary Conference shall be attended by the Chief Xxxxxxx (or his/her designee) and another appropriate xxxxxxx. 4.§5.3 Formal notification to the employee of the outcome of the Disciplinary Conference shall be in writing within five (5) regularly scheduled working days of the Disciplinary Action Conference (excluding days the employee is on approved leave). Whenever practicable, notice of the outcome of the Disciplinary Conference shall be personally delivered to the employee. When such personal notice is not practicable, the employee’s copy of the disciplinary notice shall be sent to the employee by certified mail, return receipt requested. 4.§5.4 A copy ...
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Disciplinary Action and Conference. 2 1. Whenever an employee is to be formally charged with a violation of any 3 obligation, rule, regulation or policy, or charges are in the process of being 4 prepared, a Disciplinary Conference shall be scheduled and the employee shall 5 be notified in writing twenty four (24) hours prior to the conference of the claimed 6 violation and disciplinary penalty or possible penalty contemplated. Nothing shall 7 prevent the Employer from withholding a penalty determination until after the 8 Disciplinary Conference provided herein has been completed. 10 Whenever it is determined that disciplinary action is appropriate, a Disciplinary 11 Conference shall be held with the employee at which the employee shall be 12 entitled to MSEA representation. The Employer agrees to provide a courtesy 13 copy of the notice of disciplinary conference to the MSEA if the contemplated 14 discipline is a suspension of three (3) days or more, or dismissal. The 15 Representative must be notified and requested by the employee. If 16 representation is not desired by the employee, a statement of waiver of 17 representation will be signed by the employee. A copy of the waiver will be 18 forwarded to the MSEA Central Office. No Disciplinary Conference shall proceed 19 without the presence of a requested Representative or the waiver signed by the 20 employee. The Representative shall be a local Xxxxxxx, or an MSEA Staff 21 Representative so that scheduling of the Disciplinary Conference shall not be 22 delayed. The employee shall be informed in writing, of the nature of the charges 23 against him/her and the reasons that disciplinary action is intended or
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Related to Disciplinary Action and Conference

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • PRE-JOB CONFERENCE a) The Employer shall notify the union that a project has been awarded to the Employer following the award. Prior to the start of each project, a pre-job conference shall be held to determine all site-specific issues as outlined in the Agreement. This conference may be conducted via telephone, through a scheduled meeting or by some other practical means as agreed to by the parties. b) A copy of the pre-job conference report shall be provided to the Employer, the Union and the Job Xxxxxxx (s). A copy shall also be posted on the bulletin board(s) at the jobsite.

  • No Disciplinary Action No employee shall be disciplined for refusal to work on a job or to operate any equipment which is not safe.

  • 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.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Parent-Teacher Conferences A. Unit member shall be available at mutually arranged times during the regular school day to confer with parents regarding learning difficulties, student progress and/or behavioral problems a student may be experiencing. Unit members are encouraged to arrange a meeting or conference with parents before or after the regular school day if both time and place are mutually agreeable. B. In the event that a bargaining unit member does not communicate with a parent on the established date for parent unit member conferences as per the calendar adopted by the Board, a reasonable attempt to contact that parent will be made. A reasonable attempt constitutes a phone call or email. If that contact is not returned, the bargaining unit member shall not be obligated to make further contact.

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