DISCIPLINARY ACTIONS BEYOND A LETTER OF REPRIMAND. For all disciplinary actions beyond a letter of reprimand, the following procedures shall apply.
DISCIPLINARY ACTIONS BEYOND A LETTER OF REPRIMAND Sample Clauses
Related to DISCIPLINARY ACTIONS BEYOND A LETTER OF REPRIMAND
Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.
Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.
Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5
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.
Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.
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. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.
Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:
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.
Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.
