Disciplinary Action Procedure. Any breach of the Company's Code of Conduct, policies, etc., or any act of omission or commission constituting misconduct, or failure to attain or maintain a satisfactory work standard, by any employee will be regarded as a disciplinary or capability matter. The procedure for such misconducts, matters or offences including major misconduct shall be as set out under the Code of Conduct and/or Progressive Disciplinary Policy. If you are accused of misconduct, you shall be liable to be suspended from service pending or in contemplation of enquiry. During suspension, you shall be entitled only to a subsistence allowance at the rate described in the attached Appendix - 2, forming an integral part & parcel of this employment agreement. The rate of subsistence allowance, as described in Appendix - 2, is as per the prevailing statutory regulations and is subject to change in terms of any statutory amendment thereto. Accordingly, the rate of subsistence allowance as per prevailing regulations, applicable from time to time, shall apply. If you are found guilty of any charge of misconduct, you shall be deemed to be absent during the suspension period and not be entitled to any compensation, remuneration or other amount except the subsistence allowance paid / payable. In the enquiry, you may bring only a co- employee (who is not accused of similar charges) to represent or assist you. In no case would you be entitled to bring any outsider who is not employed with the Company, to represent or assist you at such enquiry.
Disciplinary Action Procedure. X. Recorded verbal warning by administrator/supervisor.
B. Written notice by administrator/supervisor. This notice shall include the date of the above-recorded verbal warning.
C. Second written notice (Noting A & B above). This notice shall be given by the administrator/supervisor.
D. The employee may file a written rebuttal of charges within five working days of verbal or written notices.
Disciplinary Action Procedure. Any employee breaching the provision of the EBA, the Award, Company Policy, or Legislation etc will be subject to disciplinary action. The extent of this action will fairly reflect the seriousness of each incident.
i) Written warnings will be given. Termination of employment may occur after a final written warning at the discretion of the Company. Nothing within this clause will prevent the Company terminating employment where gross or serious misconduct has occurred.
ii) A third written warning is a final written warning. Serious misconduct may lead to a final written warning directly. Written warnings will include a period for which they are active, of not less than 1 year. Should an employee attract further disciplinary action after a final warning has been issued and during active period then the employee will, solely at the Company's discretion, be dismissed.
iii) If a situation arises where an employee behaves recklessly or engages in conduct which potentially threatens the company's business then the company may issue the employee with a Final Warning or in the most serious of cases terminate the employment of the employee concerned.
Disciplinary Action Procedure. 1. To enforce plant rules and regulations, the Company will follow a progressive discipline system which may include warnings, suspensions, and terminations.
2. When any employee is called to the office for an interview for work record counselling or for disciplinary action, no disciplinary action will be taken until a Union Representative or designee is present. The company will notify the union representative or designee of the subject matter one (1) day prior to the meeting.
3. The specific discipline imposed depends on the breach of rules and regulations and the circumstances. In serious cases such as theft, the employee may be discharged without any prior disciplinary steps.
4. Disciplinary measures should suit the offence and the principles of progressive discipline. The employee may treat verbal warnings, written warnings, suspensions, or discharge as grounds for a grievance.
5. Each individual warning or disciplinary notice will be in effect for one year from the date of issue. Upon expiry of the period above, such entries shall be removed from the employee’s record and will not be used in imposing future disciplinary action against said employee.
6. When discipline (written warning, suspension, and discharge) is to be imposed by the Company, said discipline shall be imposed within ten (10) work days from the date the Company was aware of the infraction, including the identity of the alleged offender(s). If the above time limits are not strictly adhered to, the discipline will not be imposed or recorded. These time limits may be extended by written agreement of both parties. For the purpose of this article, work days shall exclude Saturdays, Sundays, holidays and days the alleged offender is absent from the plant.
Disciplinary Action Procedure. (a) When the possibility of disciplinary action is believed to exist, the Employee shall be entitled to have his/her Association xxxxxxx present at all stages of the disciplinary process. If no disciplinary action is contemplated or believed to exist, the Employee shall have no right to Association representation.
(b) Those charges and specifications which give cause to such discipline or discharge shall be reduced in writing by the supervisor recommending the disciplinary action to the Director of Public Safety.
(c) Such charges and specifications shall cite the specific section(s) of Departmental Rules and Regulations which the Employee is alleged to have violated, and a copy will be given to the Employee in writing.
(d) Prior to the taking of any disciplinary action, the Director of Public Safety shall conduct a disciplinary hearing. The accused officer shall be afforded an opportunity to present any evidence in his/her defense during this hearing.
Disciplinary Action Procedure. (a) Upon request, an Employee is entitled to have his/her Union Xxxxxxx present when the Employee reasonably believes the possibility of disciplinary action exists. If no disciplinary action is contemplated or reasonably believed to exist, the Employee shall have no right to Union representation. Upon request, an Employee shall be entitled to have his/her Union Xxxxxxx present at all steps of the disciplinary process. The Employer shall notify the Union that disciplinary action is being initiated, and if the Employee does not desire union representation they may refuse by signing such acknowledgement.
(b) Those charges and specifications which give cause to such discipline or discharge shall be reduced in writing by the supervisor recommending the disciplinary action to the Director of Public Safety.
(c) Such charges and specifications shall cite the specific section(s) of Departmental Rules and Regulations which the Employee is alleged to have violated, and a copy will be given to the Employee in writing.
(d) Prior to the taking of any disciplinary action, the Director of Public Safety or his/her designee shall conduct a disciplinary hearing. The accused officer shall be afforded an opportunity to present any evidence in his/her defense during this hearing. This hearing shall be held within seven (7) working days from the receipt of the Recommendation for Discipline by the Director, if reasonably possible. The Employer shall notify the Union that disciplinary action is being initiated, and if the Employee does not desire union representation they may refuse by signing such acknowledgement.
Disciplinary Action Procedure. (a) Upon request, an employee is entitled to have his/her Union Xxxxxxx present when the employee reasonably believes the possibility of disciplinary action exists. If no disciplinary action is contemplated or reasonably believed to exist, the employee shall have no right to Union representation. Upon request, an employee shall be entitled to have his/her Union Xxxxxxx present at all steps of the disciplinary process.
(b) Those charges and specifications which give cause to such discipline or discharge shall be reduced in writing by the supervisor recommending the disciplinary action to the Director of Public Safety.
(c) Such charges and specifications shall cite the specific section(s) of Departmental Rules and Regulations which the Employee is alleged to have violated, and a copy will be given to the Employee in writing.
(d) Prior to the taking of any disciplinary action, the Director of Public Safety or his/her designee shall conduct a disciplinary hearing. The accused fire fighter shall be afforded an opportunity to present any evidence in his/her defense during this hearing. This hearing shall be held within seven (7) working days from the receipt of the Recommendation for Discipline by the Director, if reasonably possible.
Disciplinary Action Procedure. Disciplinary action shall be taken according to the following procedures.
Disciplinary Action Procedure. The Disciplinary Action Procedure shall be specified in PMR 47 and any modifications thereto. PMR 47 and any modifications thereto are hereby incorporated into this Agreement and are binding on all parties, except that if the parties mutually agree, an appeal of any suspension or more severe disciplinary action, as defined in PRM 47.7(c), may instead be submitted to an arbitrator. If the parties disagree about whether a termination shall be heard by an arbitrator, within 2 business days of the disagreement, either party may request mediation. Mediation shall be scheduled within 30 days of the initial request. The request for mediation does not preclude the department from scheduling an initial hearing date before the Personnel Commission. Mediation shall not be binding. If the parties disagree about whether another severe disciplinary action, such as suspension or demotion, be heard by an arbitrator, the case shall be heard in front of the Personnel Commission, as articulated in PMR 47. If the parties mutually agree to have the termination heard before an arbitrator, the decision of the arbitrator shall be final and binding on all parties, subject to ratification by the Board of Supervisors if the decision requires an unbudgeted expenditure. The arbitrator shall have the same limitations as listed in PMR 24.4.
Disciplinary Action Procedure. Any employee breaching the provision of the EBA, the Award, Company Policy, Legislation etc will be subject to disciplinary action. The extent of this action will depend on the seriousness of each incident.
i) Where verbal warnings have been ineffective, written warnings will be given. Termination of employment may occur after three (3) written warnings at the discretion of the Company. Nothing within this clause will prevent the Company terminating employment where gross or wilful misconduct has occurred.
ii) When written warnings are issued, they will be active for a two (2) year period. If no further incident occurs within that two (2) year period, the employee will return to a "clean slate" situation.
iii) If a situation arises where it is proved that there has been or there is serious risk to operations or personnel, then a final letter of warning may be issued.
