Disciplinary Action Appeal Process Sample Clauses

Disciplinary Action Appeal Process s/he they
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Disciplinary Action Appeal Process. No later than twenty (20) calendar days after receipt of the notification to impose disciplinary action, an employee may appeal the disciplinary action to the State Personnel Board (SPB). A hearing shall be conducted by an SPB hearing officer. The hearing shall be conducted in accordance with existing law as set forth in Title II of the California Administrative Code. The proposed decision of the State Personnel Board hearing officer shall be subject to review by the SPB, which shall render a final and binding decision.
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Disciplinary Action Appeal Process. A. Appeal to the Director of Human Resources Disciplinary actions may be appealed to the Director of Human Resources within fifteen
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Disciplinary Action Appeal Process. 19.10 A faculty unit employee may appeal a pending disciplinary action by selecting one of the two following appeal options: Within ten (10) days of receipt of the notification pursuant to provision 19.9 above, a faculty unit employee may file a written notice of appeal with the President in accordance with the Disciplinary Action Arbitration Procedure, provisions 19.13 - 19.22 below. Such a notice of appeal shall include the name and title of the CFA representative. Such notice shall be accompanied by a detailed statement of the disputed facts and defenses to the allegation of misconduct. Within ten (10) days of receipt of the notification pursuant to provision 19.9 above, a faculty unit employee may file a written notice of appeal with the President indicating an intent to request a hearing of the matter by the State Personnel Board as provided in Section 89539 of the Education Code. Such notice shall be accompanied by a detailed statement of the disputed facts and defenses to the allegation of misconduct. A request for a hearing by the State Personnel Board must be filed with the State Personnel Board within twenty (20) days of receipt of the notification pursuant to provision 19.9 above.
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Disciplinary Action Appeal Process. 19.10 A faculty unit employee may appeal a pending disciplinary action by selecting one of the two following appeal options:
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Disciplinary Action Appeal Process. Appeal to the Civil Service Commission 56 18.4 Disciplinary Action Appeal Process – Not to the Civil Service Commission 56 19. GRIEVANCES 58 19.1 Grievance Definition 58 19.2 Grievance Purpose 58 19.3 Grievance Steps 59 19.4 Grievance Timelines 60 19.5 Scope of Grievance Decisions 60 19.6 Compensation Complaints 61 19.7 County Code and Civil Service Commission 61
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Related to Disciplinary Action Appeal Process

  • 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.

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

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • 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.

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

  • 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.

  • 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.

  • 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.

  • 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

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