Disciplinary Action and Dismissal in other Circumstances Sample Clauses

Disciplinary Action and Dismissal in other Circumstances. 7.7.2.1 If an employee is negligent, inefficient, incompetent or unsatisfactory in the discharge of his or her duties, then the School must inform the employee of the particulars in writing and provide counselling to assist the employee to overcome the inefficiencies or incompetence.
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Disciplinary Action and Dismissal in other Circumstances. 10.1.2.1 If Employees are negligent, inefficient, incompetent or unsatisfactory in the discharge of their duties, or if their conduct is unsatisfactory, the Company will inform Employees of this in writing. The Company will offer counseling to assist Employees to overcome the inefficiencies, incompetence or unsatisfactory conduct.
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Disciplinary Action and Dismissal in other Circumstances. 8.1.2.1 If an Employee’s work performance or conduct is unsatisfactory, the Company will inform the Employee in writing giving particulars and provide in-house assistance where appropriate to assist the Employee.
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Disciplinary Action and Dismissal in other Circumstances. 30.2.1 If the Employee is negligent, inefficient, incompetent or unsatisfactory in the discharge of their duties, or if their conduct is unsatisfactory, Jetstar will inform them in writing giving particulars and provide counselling to assist them to overcome the inefficiencies, incompetence or unsatisfactory conduct. This clause applies to circumstances other than those specified in clause 30.1.
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Related to Disciplinary Action and Dismissal in other Circumstances

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that they have 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 they have 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 an attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • 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:

  • 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. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • 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.

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

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