Disciplinary Action for Prohibited Conduct Sample Clauses

Disciplinary Action for Prohibited Conduct. Employees are subject to discipline up to and including suspension and/or termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary action(s) of the employee. a. Notwithstanding any disciplinary action taken against the employee pursuant to Article XX Disciplinary Action, any employee who tests positive for controlled substances or for alcohol at a level greater than 0.04 BAC or engages in conduct prohibited by the regulations shall be immediately removed from performing his/her safety-sensitive function(s) until: 1) The employee has been fully evaluated and treated, if required, by a Substance Abuse Professional (SAP), and retested with a negative result for controlled substances or a result for alcohol below 0.02BAC; or 2) The verified test on which the removal of the employee was based is determined upon further testing or evaluation to be a negative test. Any employee who tests positive for alcohol at a level of 0.02 to 0.039 BAC or engages in conduct prohibited by the regulations shall be immediately removed from performing his/her safety-sensitive function(s) until: a. The next scheduled duty period, if at least twenty-four (24) hours has elapsed; or b. A retest shows the alcohol concentration has fallen below 0.02
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Disciplinary Action for Prohibited Conduct. All classified employees are subject to discipline up to and including suspension and/or immediate termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary action(s) of the employee. Disciplinary guidelines for prohibited conduct are as follows:
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Disciplinary Action for Prohibited Conduct. 13 14 Bargaining unit members are subject to discipline up to and 15 including suspension and/or immediate termination of employment as is appropriate 16 in accordance with applicable law and District policies and procedures. Severity of 17 the disciplinary action will be based on the circumstances of the infraction and prior 18 work history, including prior disciplinary actions(s) of the bargaining unit member.
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Disciplinary Action for Prohibited Conduct. Bargaining unit members are subject to discipline up to and including suspension and/or immediate termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary actions(s) of the bargaining unit member. Disciplinary guidelines for prohibited conduct are as follows: a. Drug Testing First Second Third Offense Offense Offense 1. Refusal to provide a Resignation or urine sample when Termination required. 2. Substituting, adulterating Resignation or or otherwise tampering Termination with a urine sample, testing equipment or related paraphernalia
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Disciplinary Action for Prohibited Conduct. Bargaining unit members are subject to discipline up to and including suspension and/or immediate termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary actions(s) of the bargaining unit member. Disciplinary guidelines for prohibited conduct are as follows: a. Drug Testing First Second Third 1. Refusal to provide a Offense Resignation or Offense Offense urine sample when Termination required.
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Disciplinary Action for Prohibited Conduct. All classified employees are subject to discipline up to and including suspension and/or immediate termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary action(s) of the employee. Employees who are unable to perform their job duties due to a license suspension may be subject to disciplinary action. Disciplinary guidelines for prohibited conduct are as follows: Drug Testing First Offense Second Offense (1) Refusal to provide a urine sample when required Will be treated as a positive test result Will be treated as a positive test result (2) Substituting, adulterating or otherwise tampering with a urine sample, testing equipment or related paraphernalia Resignation or Termination (3) Unauthorized possession and/or disclosure of any controlled substance or related paraphernalia Reprimand to termination 3 days suspension to termination (4) Use of, or being under the influence of a controlled substance, as determined by a positive test result 5 days suspension, and/or successful completion of rehabilitation. Resignation or Termination Alcohol First Offense Second Offense (1) Refusal to submit to evidential breath test Will be treated as a positive test result Will be treated as a positive test result (2) Use of, or being under the influence of alcohol on duty with a level of BAC under .08 24 hours unpaid leave and/or referral to an intervention program 5 days suspension to termination
Sample 1
Disciplinary Action for Prohibited Conduct. Bargaining unit members covered by this article are subject to discipline up to and including suspension and/or immediate termination of employment as is appropriate in accordance with applicable law and District policies and procedures. Severity of the disciplinary action will be based on the circumstances of the infraction and prior work history, including prior disciplinary action(s) of the bargaining unit member. These guidelines constitute recommendations only. Discipline may, depending on the facts or circumstances of the individual case, result in lesser or greater discipline to the bargaining unit member. Disciplinary guidelines for prohibited conduct are as follows: First Second (a) Drug Testing Offense Offense 1. Refusal to provide a Resignation or urine sample when Termination required. 2. Substituting, Resignation or adulterating, or Termination otherwise tampering with a urine sample, testing equipment or related paraphernalia.
Sample 1
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Related to Disciplinary Action for Prohibited Conduct

  • 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.

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

  • 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.

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

  • 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.

  • 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

  • Notice of Criminal Activity and Disciplinary Actions a. Xxxxxxx shall immediately report in writing to their contract manager when Xxxxxxx has knowledge or any reason to believe that they or any person with ownership or controlling interest in the organization/business, or their agent, employee, contractor or volunteer that is providing services under this Contract has: 1. Engaged in any activity that could constitute a criminal offense equal to or greater than a Class A misdemeanor or grounds for disciplinary action by a state or federal regulatory authority; or 2. Been placed on community supervision, received deferred adjudication, or been indicted for or convicted of a criminal offense relating to involvement in any financial matter, federal or state program or felony sex crime. b. Grantee shall not permit any person who engaged, or was alleged to have engaged, in any activity subject to reporting under this section to perform direct client services or have direct contact with clients, unless otherwise directed in writing by the System Agency.

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

  • Disciplinary Sanctions Sanctions shall be limited to written reprimand, suspension with pay, suspension without pay, denial of salary increase, temporary reduction of salary and discharge.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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