Disciplinary Action & Discharge Sample Clauses

Disciplinary Action & Discharge. The Board shall not discharge any non-probationary employee without cause. In respect to discharge or suspension, the Board shall first give at lease one (1) warning notice of the complaint against the employee in writing. No warning notice need first be given to an employee before being discharged if the cause for such discharge is for reasons such as dishonesty, willful destruction of property, insubordination, or conviction of a felony.
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Disciplinary Action & Discharge. 19.1 No faculty member shall be disciplined or discharged without just cause. Historical guidelines commonly used by arbitrators can be found in Appendix B.
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Disciplinary Action & Discharge. 18.1 No faculty member shall be disciplined or discharged without just cause.
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Disciplinary Action & Discharge. The Board shall not discharge any employee without cause. In respect to discharge or suspension, the Board shall first give at least one
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Disciplinary Action & Discharge. 1. An employee may be disciplined (suspended without pay, reduced in his or her position, or otherwise) and/or terminated for just and sufficient cause. Any of the hereafter specified causes shall constitute just and sufficient cause.
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Disciplinary Action & Discharge. Section 1: The Employer maintains the right to discipline any employee for just cause for violation of rules and regulations. It is mutually understood and agreed that in establishing, implementing, and administering disciplinary procedures, that the concept of “progressive discipline” shall prevail. That normal progression shall be as follows:
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Disciplinary Action & Discharge 
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Related to Disciplinary Action & Discharge

  • 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.

  • 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.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • 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.

  • 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

  • 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.

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

  • 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.

  • 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.

  • 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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