Disciplinary Actions for Documented Refusals for Top 5 Mates Sample Clauses

Disciplinary Actions for Documented Refusals for Top 5 Mates. The parties adopt the following additional sanction system for violations by a Top 5 Mate. The following sanctions are agreed to be “just cause” without need for consideration of mitigating circumstances. Violation of more than the “allowable” refusals in a work period shall result in the following sanctions: First violation = a verbal warning (conference call with the Union and Employer to the employee.) Second violation (within three [3] months of the first violation) = a written warning and loss of travel time and mileage for nine (9) months. Any further violations = After the second violation, the employee will still be subject to the rules in this Rule. If there are any further violations within the next nine (9) months after the second violation, the employee will be subject to discipline in accordance with the Code of Conduct.
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Disciplinary Actions for Documented Refusals for Top 5 Mates. The parties adopt the following additional sanction system for violations by a Top 5 Mate. The following sanctions are agreed to be “just cause” without need for consideration of mitigating circumstances. Violation of more than the “allowable” refusals in a work period shall result in the following sanctions: First (1st) violation = a verbal warning (conference call with the Union and Employer to the employee.)‌‌‌‌‌‌ Second (2nd) violation (within three [3] months of the first [1st] violation) = a written warning and loss of travel time and mileage for nine
Sample 1
Disciplinary Actions for Documented Refusals for Top 5 Mates. The parties adopt the following additional sanction system for violations by a Top 5 Mate. The following sanctions are agreed to be “just cause” without need for consideration of mitigating circumstances. Violation of more than the “allowable” refusals in a work period shall result in the following sanctions: 1st violation = a verbal warning (conference call with the Union and Employer to the employee.) 2nd violation (within three (3) months of the first violation) = a written warning and loss of travel time and mileage for nine (9) months. Any further violations = After the second violation, the employee will still be subject to the rules in this MOU. If there are any further violations within the next nine (9) months after the second violation, the employee will be subject to discipline in accordance with the code of conduct. These rules are specifically for Top 5, and are not to be used for Regular Reliefs. The above rules do not constitute practice or precedent setting for future implementation for any Regular Relief Masters or Mates. For the Union For the Employer /s/ 4/30/12 /s/ 4/30/12
Sample 1

Related to Disciplinary Actions for Documented Refusals for Top 5 Mates

  • 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

  • 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.

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

  • 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.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • 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 AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • 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.

  • 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.

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