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. 7.7.2.2 The procedure detailed above will be repeated over a period covering at least 20 working weeks before notice of termination is given to the employee.
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Disciplinary Action and Dismissal in other Circumstances. 35.1 If you are negligent, inefficient, incompetent or unsatisfactory in the discharge of your duties, or if your conduct is unsatisfactory, we will inform you in writing giving particulars and provide counselling to assist you to overcome the inefficiencies, incompetence or unsatisfactory conduct. 35.2 The provisions of 35.1 above also apply if you fail to appropriately adhere to our policies, instructions and practices as issued by us (or on our behalf) from time to time. 35.3 The procedure in 35.1 shall be repeated, as necessary, but on no more than two (2) occasions before notice of termination is given. 35.4 Such notice of termination shall be in writing giving the appropriate period of notice and shall state the reasons for the termination and details of the counselling provided. 35.5 The provisions of this clause shall not affect the right of the Company to dismiss you without notice for serious and or wilful neglect of duty, refusing to obey any reasonable instructions, or for wilful or serious misconduct or other lawful cause of summary dismissal, in which case you will be paid up to the time of dismissal only.
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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. 8.1.2.2 The provisions immediately above also apply if an Employee fails to appropriately adhere to Our policies, instructions and practices as issued by the Company (or on Our behalf) from time to time. 8.1.2.3 The procedures of this subclause will be repeated, as necessary, but on no more than three (3) occasions before notice of termination is given. 8.1.2.4 Such notice of termination shall be in writing giving the appropriate period of notice and shall state the reasons for the termination. 8.1.2.5 The provisions of this clause will not affect the right of the Company to dismiss an Employee without notice for serious and/or wilful neglect of duty, refusing to obey any reasonable instruction, or for wilful or serious misconduct or other lawful cause of summary dismissal, in which case the Employee will be paid up to the time of dismissal only.
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Disciplinary Action and Dismissal in other Circumstances. 5.4.1 If the performance of your duties or your conduct is unsatisfactory, the Company will inform you in writing giving particulars and provide counselling to assist you to overcome the unsatisfactory performance or conduct. 5.4.2 The provisions immediately above also apply if you fail to appropriately adhere to Company policies, instructions and practices as issued by us (or on our behalf) from time to time. 5.4.3 The procedures of this sub-clause will be repeated if necessary, but on no more than two (2) occasions in total before notice of termination is given. 5.4.4 Such notice of termination shall be in writing giving the appropriate period of notice and will state the reasons for the termination and details of the counselling provided. 5.4.5 The provisions of this clause will not affect the right of the Company to dismiss you without notice for serious and wilful misconduct and/or wilful neglect of duty, refusing to obey any reasonable instruction, or other lawful cause of summary dismissal, in which case you will be paid up to the time of dismissal only.
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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. 10.1.2.2 The provisions immediately above also apply if Employees fail to appropriately adhere to policies, instructions and practices as issued by the Company from time to time. 10.1.2.3 The provisions of this sub-clause will be repeated as necessary, but on no more than three (3) occasions in total before notice of termination is given.
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Disciplinary Action and Dismissal in other Circumstances. 15.2.1 An employee who is negligent, inefficient, incompetent or unsatisfactory in the discharge of their duties, or whose conduct is unsatisfactory, shall be informed by the employer in writing giving particulars and provide counselling to assist them to overcome the inefficiencies, incompetent performance or unsatisfactory conduct. 15.2.2 The provisions of 15.2.1 above also apply should the employee fail to appropriately adhere to the policies, instructions and practices issued by the Employer or the Client from time to time. 15.2.3 The procedure in 15.2.1 shall be repeated, as necessary, but on no more than three occasions before notice of termination can be given. 15.2.4 Such notice of termination shall be in writing giving the appropriate period of notice and shall state the reasons for the termination and details of the counselling provided. 15.2.5 Casual employees may also be terminated if they have not worked for a continuous period of three (3) or more months.
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Disciplinary Action and Dismissal in other Circumstances. 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 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.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include written censures, letters of reprimand and adverse reports or employee appraisals. (b) An employee shall be given a copy of any document, report, incident, or notation placed on the employee's file which might be the basis of disciplinary action. (c) Should an employee dispute any such entry in her file, she shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of her personnel record. (d) Upon the employee's written request, any such document, other than official evaluation reports, shall be removed from the employee's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. (e) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing

  • 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.

  • 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.

  • 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.

  • 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.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • DISCIPLINE AND DISCHARGE 13.01 Whenever the Corporation deems it necessary to discipline, suspend or discharge an employee, the Corporation shall advise the employee within fourteen (14) days of becoming aware of the incident, giving written particulars of such censure to the employee with a copy to the President of the Union. 13.02 The Corporation will notify the President/Secretary in writing in all discharge or suspension cases within five (5) working days of the disciplinary action giving the name of the employee concerned and the reason for the discharge or suspension. 13.03 An employee who has completed his probationary period may be dismissed but only for just cause. When an employee is discharged or suspended, he shall be given the reason in the presence of his Xxxxxxx. Such employee and the Union shall be advised promptly in writing by the Corporation of the reason for such discharge or suspension. 13.04 A grievance claiming unjust discharge or suspension shall be submitted in writing to the Director of Human Resources within five (5) days of the date that the Union and the Xxxxxxx have been notified in writing of such discharge or suspension and it shall commence at Step 2 of the grievance procedure. 13.05 Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in his former position without loss of seniority and shall be compensated for all time lost in an amount equal to his normal earnings during the pay period next preceding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the Parties or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. 13.06 Any disciplinary notation or warning in writing shall be removed from an employee's record after a period of eighteen (18) months in which he has not received any disciplinary warning or suspension. The Employer shall provide any disciplinary letter within a reasonable period of time. In the case of any unreasonable delay in issuing such letter, the parties may by strict mutual agreement revise the date of issuance accordingly.

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

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