Disciplinary Action Meeting Sample Clauses

Disciplinary Action Meeting. The appropriate administrator and/or supervisor shall notify the employee in writing at least one full day in advance of the date and time that any Disciplinary Action Meeting shall take place. The purpose of the meeting will be for the administrator to present the employee with notice of the disciplinary action to be implemented. Prior to such meetings, the employee shall have been provided a copy of the written notice containing information and an accurate accounting of the offense. Said notice shall also inform the employee that he/she has a right to have a Union representative present when the disciplinary action is given, and that it is the responsibility of the employee to secure this representation.
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Disciplinary Action Meeting a. The appropriate administrator and/or supervisor shall notify the employee in writing at least one (1) full day in advance of the date and time that any Disciplinary Action Meeting shall take place. The purpose of the meeting will be for the administrator to present the employee with notice of the disciplinary action to be implemented. Prior to such meetings, the employee shall have been provided a copy of the written notice containing information and an accurate accounting of the offense. Said notice shall also inform the employee that he/she has a right to have a Union representative present when the disciplinary action is given, and that it is the responsibility of the employee to secure this representation. b. If the employee fails to attend the meeting, outlined in a. above, the Notice of Disciplinary Action may be provided by delivery in person or certified mail (return receipt requested) to the employee. c. It shall be the responsibility of the appropriate management authority to make sure that all information is accurate. d. Should any offense occur which indicates a need for immediate action and the appropriate administrator and/or supervisor is unavailable, the chain of command will be followed.
Sample 1Sample 2Sample 3
Disciplinary Action Meeting a. The appropriate administrator and/or supervisor shall notify the employee in writing at least one (1) full day in advance of the date and time that any Disciplinary Action Meeting shall take place. The purpose of the meeting will be for the administrator to present the employee with notice of the disciplinary action to be implemented. Prior to such meetings, the employee shall have been provided a copy of the written notice containing information and an accurate accounting of the offense. Said notice shall also inform the employee that he/she has a right to have a Union representative present when the disciplinary action is given, and that it is the responsibility of the employee to secure this representation. b. If the employee fails to attend the meeting, outlined in a. above, the Notice of Disciplinary Action may be provided by delivery in person or certified mail (return receipt requested) to the employee. c. It shall be the responsibility of the appropriate management authority to make sure that all information is accurate.
Sample 1Sample 2
Disciplinary Action Meeting a. The appropriate administrator and/or supervisor shall notify the employee in writing at least 24 hours in advance of the date and time that any wDiisllcbipelinfoarrythAectaidomn iMniesetrtaintgorsthoalpl rteaskeenpt ltahcee.eTmhpelopyuerepowsiethonfotthiceemoefetthineg edmiscpilpolyineaeryshaacltliohnavteo beeinmprleomvideendtead.cAotpythoefttihmeeworfitwternittneontincoeticcoen,ttahineing ainlsfo minfaotiromn tahnedeamnpalocyceueratheaatchceo/usnhteinhgaosfathreighotffteonshea.vSeaaidUnnoiotince shall rtehperreessepnotnatsiivbeiliptyreosfetnhtewehmepnlothyeeditsocispelicnuarreytahcistiorenpirsegseivnetna,tioan.d that it is or certified mail (return receipt requested) to the employee. b. Iaf.,ththeeeNmoptliocyeeoef fDaiislscitpolinaattryenAdctthioenmmeaeytinbge,poruotvliinded abbyodveelivinerypairnagprearpshon c. mIt askhealsl ubree tthheatreasllpionnfosirbmilaittyioonf itsheacacpuprarotep.riate management authority to
Sample 1

Related to Disciplinary Action Meeting

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

  • 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.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • 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.

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

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

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • 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.

  • Negotiation Meetings The first bargaining session shall be held at a mutually agreed time and date within fourteen (14) days of the request. All proposals by the parties shall be written and submitted to the representative(s) of both teams at the first meeting. No additional items shall be submitted by either party following the first meeting, unless mutually agreed by the parties. Additional ground rules, if any, will be established at the first meeting. Bargaining sessions shall not be scheduled during the regular teacher workday. Time and dates as used in this Article may be changed by mutual agreement.

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