DISCIPLINARY ACTION AND DISMISSAL Sample Clauses

DISCIPLINARY ACTION AND DISMISSAL. In the event a concern has been raised regarding employee actions, discipline may be imposed. Disciplinary action or measures will include only the following: ● Oral reprimand ● Written reprimand ● Suspension (notice to be given in writing) ● Dismissal Discipline may start at any level, up to and including discharge, in the case of more serious offense.
Sample 1Sample 2See All (6)
AutoNDA by SimpleDocs
DISCIPLINARY ACTION AND DISMISSAL. 13.01 No Employee who has completed his/her probationary period shall be disciplined or dismissed except for just cause. In cases of dismissal and/or discipline, except in the case of probationary Employees, the burden of proof of just cause shall rest with the Employer. 13.02 The Employer shall notify an Employee of any expression of dissatisfaction which it considers to be bona fide and which relates to the Employee's job performance within thirty (30) days of becoming aware of the event giving rise to the complaint. Anonymous or hearsay material cannot form any part of a notice of an expression of dissatisfaction. This notice shall be in writing and shall be sent to the Employee by his/her Responsible Manager and shall include particulars, which led to such dissatisfaction and, if appropriate, may suggest measures to remedy the problem indicated. Whenever the Employer is of the opinion that the nature of the problem, if not remedied, is one that may lead to dismissal or other disciplinary action, the Employer shall include such warning in the notice. 13.03 When disciplinary action is to be taken against an Employee, he/she will be notified in writing of the cause and of the action taken, or to be taken, with a copy forwarded to the Union. 13.04 An Employee shall have the right to a meeting with the Vice-President, Academic and Research to respond to any matter relating to suspension or discharge. A Union representative shall be present at any meeting between the Employer and Employee involving discipline, suspension or dismissal. 13.05 Pending investigation, suspensions shall be paid. After investigation has been completed, suspension may be either paid or unpaid. Suspensions shall normally not exceed two weeks. Should unpaid suspension be deemed appropriate, Article 28.04 will apply as leave of absence without pay. 13.06 When an Employee alleges that he/she has been disciplined or dismissed in violation of Article 13.01, a grievance may be lodged in accordance with Article 11. In the case of a dismissal, if after the conclusion of the grievance procedures such Employee submits his/her grievance to arbitration, the parties shall endeavor to expedite processing of the case so that the arbitration decision is rendered within three months after the date of the dismissal. 13.07 When no discipline is imposed after disciplinary proceedings have been initiated, or if disciplinary action is set aside following grievance and/or arbitration, no records of such pr...
Sample 1Sample 2
DISCIPLINARY ACTION AND DISMISSAL. The parties recognize the authority of the Employer to discipline and discharge employees for just cause. Discipline for misconduct or unsatisfactory performance is a written warning, written reprimand, suspension with or without pay, and/or reduction in duties or in pay. Discharge is the termination of employment, initiated by the employer, prior to a previously stated appointment end date, for serious misconduct or unsatisfactory performance. Discipline and Discharge may result from an accumulation of minor infractions as well as for a single serious infraction.
Sample 1Sample 2
DISCIPLINARY ACTION AND DISMISSAL. 13.01 No Employee who has completed their probationary period shall be disciplined or dismissed except for just cause. In cases of dismissal and/or discipline, except in the case of probationary Employees, the burden of proof of just cause shall rest with the Employer. 13.02 The Employer shall notify an Employee of any expression of dissatisfaction which it considers to be bona fide and which relates to the Employee's job performance within thirty
Sample 1
DISCIPLINARY ACTION AND DISMISSAL. I. The parties recognize the authority of the Employer to discipline and discharge employees for just cause. Discipline for misconduct or unsatisfactory performance is a written warning, written reprimand, suspension with or without pay, and/or reduction in duties or in pay. Discharge is the termination of employment, initiated by the employer, prior to a previously stated appointment end date, for serious misconduct or unsatisfactory performance. Discipline and Discharge may result from an accumulation of minor infractions as well as for a single serious infraction. II. In the event the employer determines a hearing, conference, or investigative meeting which may result in disciplinary action is necessary, the employee may request the presence of a Union representative. The employing department must, if requested by the employee, allow reasonable time for the employee to arrange to have Union representation. III. The Employer will inform the Employee of the subject matter prior to the investigative interview. IV. If requested, an employee will be allowed to hold a pre-interview conference with his/her Union representative. V. In the event an employee is disciplined or discharged by written notice, a copy of the notice shall be distributed to the Union at the time it is given to the employee and a copy shall be placed in the employee's official personnel folder. Such written notice shall outline the reasons for the disciplinary action or discharge. VI. When an employee is disciplined or discharged, he/she will be allowed to discuss the action with a Union representative. The Employer will make meeting space available for the employee and union representative.
Sample 1
DISCIPLINARY ACTION AND DISMISSAL. 9:01 Employees subject to disciplinary action shall have the right to the presence of a Union committee member at the time the action is taken if she so wishes. Xxxxxxx House will advise the employee(s) of this right. CAW acknowledges that in certain circumstances immediate action is required to ensure the safety and security of Xxxxxxx House. A disciplinary meeting will be scheduled. 9:02 In any matters that necessitate disciplinary action, it is agreed such action must be removed from an employee's file after eighteen (18) months of working at active employment for Xxxxxxx House, if within that eighteen
Sample 1
DISCIPLINARY ACTION AND DISMISSAL. The usual penalties for misconduct or poor performance are:
Sample 1
AutoNDA by SimpleDocs
DISCIPLINARY ACTION AND DISMISSAL. 9.01 Employees subject to disciplinary action shall have the right to the presence of a Union committee member at the time the action is taken if she so wishes. Women’s Crisis Services of Waterloo Region will advise the employee(s) of this right. CAW acknowledges that in certain circumstances immediate action is required to ensure the safety and security of Women’s Crisis Services of Waterloo Region. A disciplinary meeting will be scheduled. 9.02 In any matters that necessitate disciplinary action, it is agreed such action must be removed from an employee’s file after eighteen (18) months of working at active employment for Women’s Crisis Services of Waterloo Region, if within that eighteen (18) month period there has been no further disciplinary action(s). 9.03 Disciplinary action must be communicated to the employee concerned within fifteen (15) days of Women’s Crisis Services of Waterloo Region becoming aware of the circumstances giving rise to the disciplinary action. 9.04 A claim by an employee that she has been dismissed without just cause shall be treated as a grievance if a written statement of such grievance is signed by the dismissed employee and delivered to the Executive Director or her designate within fourteen (14) calendar days after notice of dismissal has been given to WCSWR . The grievance shall proceed directly to Step 2 of the grievance procedure and the meeting therein provided shall occur within ten
Sample 1

Related to DISCIPLINARY ACTION AND DISMISSAL

  • 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.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Notice of Criminal Activity and Disciplinary Actions a. Xxxxxxx shall immediately report in writing to their contract manager when Xxxxxxx has knowledge or any reason to believe that they or any person with ownership or controlling interest in the organization/business, or their agent, employee, contractor or volunteer that is providing services under this Contract has: 1. Engaged in any activity that could constitute a criminal offense equal to or greater than a Class A misdemeanor or grounds for disciplinary action by a state or federal regulatory authority; or 2. Been placed on community supervision, received deferred adjudication, or been indicted for or convicted of a criminal offense relating to involvement in any financial matter, federal or state program or felony sex crime. b. Grantee shall not permit any person who engaged, or was alleged to have engaged, in any activity subject to reporting under this section to perform direct client services or have direct contact with clients, unless otherwise directed in writing by the System Agency.

  • 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.

  • 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.

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

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Complaints and Dispute Resolution 16.1 Where a dispute arises in connection with any aspect of this Agreement, the parties acting with good faith, will use all reasonable endeavours to bring any such issue to the attention of the other party in a timely fashion and in any event within 60 days of any such dispute coming to their attention. 16.2 Notification by one party to the other must be in writing and include the nature of the dispute and the desired resolution. 16.3 If a Supplier wishes to notify ACM of a dispute in connection with this Agreement, any such notification should be made by email to xxxxxxxxxx@xxxxxx.xxx.xx. 16.4 Within seven days of receipt of a notification in accordance with clause 16.2, a party will provide a response in writing including setting out steps it intends to take to resolve the dispute. 16.5 If, after attempting to resolve the dispute for a period of at least 60 days, the parties are not reconciled, they agree to then participate in a mediation to be conducted in accordance with the Code. 16.6 If, after undertaking mediation in accordance with the Code, the parties are still not reconciled, they may then submit to an arbitration to be conducted in accordance with the Code. 16.7 Unless otherwise agreed in writing, the parties shall each bear their own legal costs associated with any mediation and/or arbitration pursuant to this Agreement. 16.8 Nothing in this clause will prevent a party from seeking an injunction.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!