Disciplinary Actions. Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.
Disciplinary Actions. The Employer may take appropriate disciplinary action against an employee for using sick leave for purposes other than described in law or this Agreement; for failing to properly notify the Employer of the use of sick leave; or for failure to provide appropriate documentation when properly required to do so. The Employer may not penalize an employee with regard to scheduling overtime eligibility, performance evaluations or other right or benefit for sick leave usage for being subject to documentation requirement. This does not preclude appropriate disciplinary action for use of sick leave for purposes other than described in Section l.
Disciplinary Actions. It is further agreed that any violation of the above shall be automatic and sufficient grounds for immediate disciplinary action. Any such disciplinary action may be appealed pursuant to Article 20 herein contained.
Disciplinary Actions. Each subsequent Corrective Action Report filed against the same or similar complaint that has been made and has not made improvement(s) will be subjected to disciplinary actions. A security breach will result in immediate dismissal and the contractor shall be responsible for replacing the employee. 1st Offense – CAR Report is filed; 2nd Offense – CAR Report is filed; employee’s work must be supervised for 7 working days 3rd Offense – CAR Report is filed; Employee shall be replaced 4th Offense – CAR Report is filed; Reassignment of agency within
Disciplinary Actions. The Court agrees to act in good faith in imposing disciplinary action upon any regular employee and such disciplinary action shall be made only for just cause. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis by management in consultation with Human Resources. Progressive discipline may include: • oral warnings (documented); • written warnings: • suspension without pay; • demotion; or • termination. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather shall be requested as an indication that they have seen and comprehend the gravity of the disciplinary action. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees receiving disciplinary action shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Union in writing within three (3) working days after any notice of termination. The failure to provide such notice shall not affect such termination but will extend the period within which the affected employee may file a grievance. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request they shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the employee may request the presence of a bargaining unit witness. (Xxxxxxxxxx rights). The employee and/or Union representative shall be provided with an update of the investigation every th...
Disciplinary Actions. Disciplinary actions should be designed to fit the nature of the issue and may include counseling, oral and written reprimands, suspension, demotion, discharge, or other appropriate action. The particular action imposed shall depend on the severity of the misconduct and the particular factual circumstances involved.
Disciplinary Actions. Failure by the employee to file an appeal within the above-referenced time frames will result in the employee waiving his/her right to appeal the Order and the action of the department becoming final.
Disciplinary Actions. If the arbitrator finds that none of the charges contained in the Order of Disciplinary Action are true, then he/she shall set aside the action taken by the appointing authority. If the arbitrator finds that one or all of the charges are true, then he/she shall make a decision confirming or modifying the action of the appointing authority provided, however, that his/her authority to modify the appointing authority’s action is limited to those disciplinary actions described in Section 10030 – Types of Disciplinary, of Fresno County Personnel Rule 10 –
Disciplinary Actions. The arbitrator shall have no authority to increase the discipline imposed by the appointing authority. Nothing shall preclude the arbitrator from ordering the reinstatement of an employee with or without back pay.
Disciplinary Actions. The Appointing Authority or his/her designee may take disciplinary action against any employee in the service of Monterey County provided that the rules and regulations prescribed herein are followed and that any permanent employee who is not on any form of probationary status has the right to appeal pursuant to this section, except as herein provided. As used in this section, “disciplinary action” shall mean dismissal, involuntary leave without pay, disciplinary demotion, reduction in salary, disciplinary review, or written reprimand.
