Disciplinary Action and Termination a. Either party may terminate this Agreement at any time upon written notice sent to the last known address of the other party. In such event, the effective date of termination is the date notice was sent.
Disciplinary Action and Termination. Provider acknowledges and agrees that, under the Plan Contract, Local Initiative has the right to require Health Plan to suspend assignment of new enrollees to Provider, to transfer Health Plan Medi-Cal Members from Provider or require Health Plan to terminate an individual provider employed or contracted by Provider under the Agreement from the Local Initiative Medi-Cal Plan at any time, subject to such review or appeal right as may be provided pursuant to the Plan Contract, as amended from time to time.
Disciplinary Action and Termination. If the Program Director determines that Resident has failed to comply with any specific obligations or intent of this Agreement, including any material violation of a Policy, he/she shall be authorized to issue disciplinary action or terminate this Agreement as appropriate; provided, however, that any such disciplinary action or termination shall be subject to the hearing and review procedure for Residents at the Hospital. The Hospital may immediately suspend Resident based on concerns that Resident could adversely affect patient or employee safety or pending an investigation into an allegation of misconduct. Such suspension may be addressed through the hearing and review procedure for Residents at the Hospital.
Disciplinary Action and Termination. The principle objective of any disciplinary action shall be to improve the performance and efficiency of the employee. The following are FCC’s disciplinary actions:
Disciplinary Action and Termination of Employment - of this Agreement will not apply. PART G – LEAVE ENTITLEMENTS AND ARRANGEMENTS
Disciplinary Action and Termination. 14.1 Any failure to adhere to any of the terms set out in this Agreement May result in disciplinary action or termination, as determined by Paddle Australia. Disciplinary action may include a variety of sanctions including but not limited to, verbal or written reprimand, suspension or revoking their certification.
Disciplinary Action and Termination. A PM accused of violating the conditions of his or her employment will meet with his or her Hall Director to discuss the accusation. The Hall Director may gather additional evidence and may consult with the Associate Director of University Housing before making a decision about the case. If a Hall Director determines that a PM’s performance is substandard but does not warrant termination of the employee’s appointment, s/he will issue a letter to alert the staff member that his or her work is unsatisfactory will include performance evaluations, and recommendations for improving the PM’s performance. If a Hall Director determines that a PM’s performance is seriously deficient in one or more areas, s/he may issue a letter of termination. Any sanction letters and supporting evidence will be placed in the student’s personnel file. Failure to meet job expectations will result in a letter or termination PMs must remain in good behavioral (no disciplinary sanctions) and financial standing with University Housing and the University. Failure to do so will result in a letter or termination. For all sanctions: o Any appeals regarding the disciplinary process will be heard by the Associate Director of University Housing. The Associate Director’s decision is final. Appeals should be directly sent to him or her in writing within 3 business days of the disciplinary letter. o A review of the disciplinary process will be evaluated with the following criteria: Consistency of the process Appropriate documentation Discrimination on the basis of race, color, religion, sex (except where sex is a bona fide occupational qualification), national origin, age, disability, sexual orientation or veteran status or violation of free speech rights. A PM whose employment has been discontinued without cause may request a review only on the ground of discrimination on the basis of race, color, religion, sex (except where sex is a bona fide occupational qualification), national origin, age, disability, sexual orientation or veteran status or violation of free speech rights. Usually, when a PM does not meet performance expectations, the supervisor of the PM is expected to guide the development of the PM. This is done by clearly indicating to the PM that he/she is not meeting performance expectations. Conversations between the PM and the Hall Director along with action plans should be documented in writing so that expectations and consequences are clear. However, in some circumstanc...
Disciplinary Action and Termination. An RA accused of violating the conditions of his or her employment will meet with his or her Hall Director to discuss the accusation. The Hall Director may gather additional evidence and may consult with the Associate Director of University Housing before making a decision about the case. If a Hall Director determines that an XX’s performance is substandard but does not warrant termination of the employee’s appointment, s/he will issue a letter to alert the staff member that his or her work is unsatisfactory and will include performance evaluations and recommendations for improving the RA’s performance. If a Hall Director determines that an RA’s performance is seriously deficient in one or more areas, s/he may issue a letter of termination. Any sanction letters and supporting evidence will be placed in the student’s personnel file. Failure to meet job expectations will result in a letter or termination RAs must remain in good behavioral (no disciplinary sanctions) and financial standing with University Housing and the University. Failure to do so will result in a letter or termination. For all sanctions: o Any appeals regarding the disciplinary process will be heard by the Associate Director of University Housing. The Associate Director’s decision is final. Appeals should be directly sent to him or her in writing within 3 business days of the disciplinary letter.
