DISCIPLINARY ACTIONS-SUSPENSIONS Sample Clauses

DISCIPLINARY ACTIONS-SUSPENSIONS. An employee may be suspended without pay for cause for a period or periods not exceeding forty
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DISCIPLINARY ACTIONS-SUSPENSIONS. An employee may be suspended without pay for cause for a period or periods not exceeding forty (40) working days in any twelve (12) consecutive months, however, no single suspension shall be for more than twenty (20) working days. Such suspension shall be in writing and acknowledged in writing by the employee. The suspension shall include the reasons for and the duration of the suspension. The original or a copy of the suspension document shall be transmitted to the employee. A copy of this shall be transmitted to the Human Resources Department for inclusion in the employee’s personnel file. An employee may request that any suspension that is greater than five
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DISCIPLINARY ACTIONS-SUSPENSIONS. The Sheriff may suspend any employee without pay for cause for a period or periods not exceeding thirty (30) calendar days in any twelve (12) months; however, no single suspension shall be for more than fifteen (15) calendar days. The Sheriff shall orally notify the employee concerned, with confirmation to the City-County Human Resources Director, the Merit Commission, and employee in writing no later than fifteen (15) working days after the date of suspension is made effective. Such notice shall include the reasons for the duration of the suspension.
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Related to DISCIPLINARY ACTIONS-SUSPENSIONS

  • 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.

  • 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

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

  • 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.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the Federal Mediation and Conciliation Services in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Supervisor or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • 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.

  • 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.

  • 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.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

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