Disciplinary Action and Notations Sample Clauses

Disciplinary Action and Notations. Persistent lateness or absenteeism may be made the reason for disciplinary action. Any notation or record of disciplinary action, for any reason, placed against the record of an employee shall be removed after one (1) year provided no further notation has been made within the one (1) year elapsed period. SCHEDULE “B” CLASSIFICATION OF EMPLOYEES, SALARY RATES AND THEIR APPLICATION
Sample 1
AutoNDA by SimpleDocs
Disciplinary Action and Notations. Persistent lateness or absenteeism may be made the rea- son for disciplinary action. Any notation or record of disci- plinary action, for any reason, placed against the record of an employee shall be removed after one (1) year provided no further notation has been made within the one (1) year elapsed period. SCHEDULE “B” CLASSIFICATION OF EMPLOYEES, SALARY RATES AND THEIR APPLICATION
Sample 1

Related to Disciplinary Action and Notations

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

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

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