Disciplinary Action for Cause Sample Clauses

Disciplinary Action for Cause. A permanent classified employee may be subject to disciplinary action for any of the following causes, for which the Agency shall have the burden of proof by a preponderance of the evidence: 13.4.2.1 Unauthorized absence, repeated absence and/or tardiness without authority or sufficient reason. 13.4.2.2 Abandonment of position, including failure to return to duty upon expiration of any authorized leave of absence, or failure to report to duty for three (3) or more consecutive working days without prior notification and authorization of such absence. 13.4.2.3 Conviction or plea of no contest to a felony, a drug offense, a sex offense, or any criminal act of moral turpitude. 13.4.2.4 Incompetence or inefficiency in the performance of the duties of the position held.
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Disciplinary Action for Cause. A permanent classified employee shall be subject to disciplinary action for cause. The term “cause” includes, but is not limited to, the following: 22.3.1 Incompetency or inefficiency in the performance of the duties of the position held. 22.3.2 Insubordination, including, but not limited to, refusal to do assigned work, or insolence or disrespect toward authority. 22.3.3 Carelessness or negligence in the performance of duties or in the care or use of District property.
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Disciplinary Action for Cause. The University may discipline any Athletic Staff Member who engages in misconduct or who fails to meet the expected performance standards, as determined by the University. Misconduct, for the purposes of this provision, shall include without limitation engaging in any of the following acts: (a) Violation or breach of any applicable federal, state or municipal laws, University policies or practices, Department policies or practices, or governing athletic rules; (b) Violation of any felony or misdemeanor criminal statute resulting in a conviction that relates to, impacts or impairs the Athletic Staff Member to perform duties on behalf of the University; (c) Violation or breach of any terms of the Athletic Staff Member agreement, if any, with the University; (d) Engaging in any unethical or immoral conduct, regardless of where that conduct occurs, that relates to, impacts or impairs the Athletic Staff Member perform duties on behalf of the University; (e) Engaging in any conduct, regardless of where that conduct occurs, that impugns, xxxxx or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that xxxxx, hinders or impairs, or failing to take appropriate steps to safeguard, the physical and/or mental well-being of student-athletes; (g) Failing to abide by University of Nebraska Board of Regent Policy regarding Consensual Relationships (RP-3.3.15) by engaging in any relationship of a sexual, intimate, romantic, dating, or amorous nature, regardless of its length, with a student- athlete or an employee for whom the Athletic Staff Member has supervisory or evaluative authority unless otherwise permitted by the policy; (h) Failing to abide by University of Nebraska Board of Regent Policy regarding Sexual Misconduct (RP-2.1.8).
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Disciplinary Action for Cause. Disciplinary action may be imposed upon a regular employee for cause. The Employer shall make its decision regarding discipline as quickly as possible considering all circumstances. The Employer agrees to administer progressive discipline. Notwithstanding this general endorsement, however, the Employer reserves the right to impose an appropriate level of discipline, for which there is cause. It is understood that some situations may require immediate disciplinary action, up to and including dismissal. Disciplinary action includes conditional employment periods, dismissals, involuntary demotions, suspensions without pay, unacceptable conduct notices and written reprimands. The Employer agrees to treat employees professionally; with respect and dignity. Employees shall be afforded the right of privacy when being counseled with corrective action and/or when being disciplined. Notice of discipline issued by Employer shall not state, explicitly or implicitly, that the disciplined employee is without a right to appeal the discipline when such discipline is subject to the grievance process contained within this agreement.
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Disciplinary Action for Cause. The University may discipline any Athletic Staff Member who engages in misconduct or who fails to meet the University’s expected performance standards, as determined by the University. Misconduct or failure of performance, for the purposes of this provision, and which shall constitute adequate cause within the meaning of Section 4.8.1 of the Bylaws shall include without limitation engaging in any of the following acts: (a) Violation or breach of any applicable federal, state or municipal laws, University policies or practices, Department policies or practices, or governing athletic rules; (b) Violation of any felony or misdemeanor criminal statute resulting in a conviction that relates to, impacts or impairs the Athletic Staff Member’s ability to perform duties on behalf of the University; (c) Violation or breach of any terms of the Athletic Staff Member’s employment agreement, if any, with the University; (d) Engaging in any unethical or immoral conduct, regardless of where that conduct occurs, that relates to, impacts or impairs the Athletic Staff Member’s ability to perform duties on behalf of the University; (e) Engaging in any conduct, regardless of where that conduct occurs, that impugns, xxxxx or undercuts the reputation of the Department or the University; (f) Engaging in any conduct that xxxxx, hinders or impairs, or failing to take appropriate steps to safeguard, the physical and/or mental well-being of student-athletes; (g) Failing to adhere to or follow any lawful directive issued to the Athletic Staff Member by the University’s administration or its Board of Regents, or any other act that could be deemed insubordinate; (h) Failing to respond accurately, fully, or timely to any reasonable inquiry received from the University, the NCAA, the Conference, any other governing body, or any governmental agency regarding any matters that pertain to or arise out of the Athletic Staff Member’s employment at the University or any prior employment as a coach at another academic institution; (i) Fraud or dishonesty in carrying out any duties on behalf of the University, including without limitation submitting false, fabricated, misleading or altered statements, representations, reports, records or other documents to the University, the NCAA, the Conference, other governing bodies, or governmental agencies (such as any documents relating to the recruitment of student-athletes or any documents required to be maintained by law, University policy or practice, o...
Sample 1
Disciplinary Action for Cause. A permanent classified employee will be subject to disciplinary action for cause. The term “cause” includes but is not limited to the following: 1. Incompetency or inefficiency in performance of the duties of the position held. 2. Insubordination, including but not limited to refusal to do assigned work or insolence or disrespect toward authority. 3. Carelessness or negligence in performance of duties or in the care or use of district property. 4. Dishonesty, including intentional falsification or omission of any information supplied, or required to be supplied, to the District, including but not limited to information supplied on application forms, employment records, or any other district records. 5. Abandonment of position, defined as being absent from work without providing notice to an immediate supervisor for a leave of three (3) days or longer. In the event the employee is unable to contact their immediate supervisor, notice may be provided to the District's Human Resources Department. 6. Inability to meet requirements of the job, including but not limited to physical or legal inability to perform the duties assigned (such as the revocation, loss of, or inability to prove possession of a current license, permit, and/or work authorization). 7. Excessive absences and/or repeated tardiness without authority or sufficient reason. “Excessive absences” includes but is not limited to: (1) a pattern of absences, such as on Mondays, Fridays, or the days immediately preceding or following a holiday or vacation period; or (2) exhaustion of all current year allotment of sick leave prior to the end of the school year, excluding absences for industrial accident, bereavement, pregnancy disability leave, or any physician determined long-term illness as defined in Article 7. 8. Abuse or violation of leave provisions set forth in this Agreement or the Education Code. 9. Violation or refusal to obey state laws or reasonable regulations prescribed for government of public schools by the State Board of Education or by the District's governing board. 10. Willful or persistent violation of the Education Code or the rules, regulations, policies, or directives of the governing board. 11. Violation of Government Code Section 3100 et seq. (“Oath of Allegiance for Public Employees”). 12. Immoral conduct. 13. Evident unfitness for service. 14. Physical or mental condition rendering the employee unfit for service. 15. Use or possession of alcoholic beverages, narcotics, or other...
Sample 1
Disciplinary Action for Cause. A permanent classified employee shall be subject to disciplinary action for cause as defined in Administrative Regulation 4218 and enumerated in law. (Education Code Section 454101 (h).)
Sample 1
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Disciplinary Action for Cause. Disciplinary action may be imposed upon a regular employee for cause. The Employer shall make its decision regarding discipline as quickly as possible considering all circumstances. The Employer agrees to the concept of progressive discipline. Notwithstanding this general endorsement, however, the Employer reserves the right to impose an appropriate level of discipline, for which there is cause. It is understood that some situations of a severe nature may require immediate disciplinary action, up to and including dismissal. Disciplinary action includes conditional employment periods, dismissals, involuntary demotions, suspensions without pay, unacceptable conduct notices and written reprimands. The Employer agrees to treat employees professionally; with respect and dignity. Employees shall be afforded the right of privacy when being counseled with corrective action and/or when being disciplined.
Sample 1

Related to Disciplinary Action for Cause

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • 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.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • No Disciplinary Action No employee shall be disciplined for refusal to work on a job or to operate any equipment which is not safe.

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

  • 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 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

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Disciplinary Records Any disciplinary record shall be removed from an employee's file after two (2) years from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

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