Disciplinary Authority. (that is, the authority to institute a disciplinary inquiry and, where warranted, to apply disciplinary measures) normally shall rest with the Chair; but the Xxxx or Vice-Xxxxxxx, Faculty Affairs, may by derogation and substitution assume the disciplinary authority where the gravity of the case warrants, or where the Chair or the Xxxx refuses to institute a disciplinary inquiry in a matter which, in the opinion of the higher official, requires such action.
Disciplinary Authority. 20.1 The EMPLOYER and the UNION agree that work rules and safe conditions are necessary for the efficient and safe operation of the EMPLOYER'S facilities. The parties therefore agree that the EMPLOYER may impose disciplinary action upon violation of work rules or safety regulations.
20.2 Disciplinary action by the EMPLOYER shall include: A. Oral Reprimand, B. Written Reprimand, C. Suspension, D. Demotion, E. Discharge.
20.3 Written documentation of disciplinary actions, other than oral reprimands, shall be entered into the employee's personnel file. Each written entry shall be read by the employee and acknowledged by signature of the employee. A copy of each disciplinary action shall be given to the employee and one copy mailed to the business agent of the UNION.
20.4 When permitted under the Minnesota Data Practices Act, employees shall have the right, upon written request, to review the contents of their own personnel file. Employees shall have the right to appeal disciplinary actions through Article VIII,
Disciplinary Authority. A Full-Time Employee may be disciplined or discharged by his or her Department Head, but shall have the right to appeal the discipline or discharge for final determination by the City Manager as set forth below.
Disciplinary Authority. The City shall have the right to demote, discharge, reduce in pay, or suspend any employee for just cause. A suspension without pay shall be for a period of not less than five (5) nor more than thirty (30) working days. During the term of this MOU, the City agrees to create a working group with OCEA to discuss the process and implementation of the appeal process in disciplinary cases, specifically arbitration.
Disciplinary Authority. The City shall have the right to demote, discharge, reduce in pay, or suspend without pay for up to thirty (30) days, any employee for just cause. During the term of this MOU, the City agrees to create a working group with OCEA to discuss the process and implementation of the appeal process in disciplinary cases, specifically arbitration.
Disciplinary Authority. Unless otherwise stated, the employer or designated representative retains the authority for all levels of sanction including dismissal. Formal verbal warning A formal verbal warning will normally be disregarded for disciplinary purposes after a three month period. Written warning A written warning will normally be disregarded for disciplinary purposes after a six month period. Final written warning A final written warning will normally be disregarded for disciplinary purposes after a twelve month period.
Disciplinary Authority. 18 ARTICLE XXI. SAVINGS CLAUSE 18 ARTICLE XXII. NON-DISCRIMINATION IN EMPLOYMENT AND AFFIRMATIVE ACTION PROGRAM 19 ARTICLE XXIII. SAFETY 19 ARTICLE XXIV. UNIFORMS AND EQUIPMENT 19 ARTICLE XXV. WORKING OUT OF CLASSIFICATION 20 ARTICLE XXVI TRAINING/EDUCATION 20 ARTICLE XXVII. WAIVER OF BARGAINING 21 ARTICLE XXVIII. DURATION 21
Disciplinary Authority. Supervisors have the authority and responsibility for ensuring that Company policies and procedures are adhered to. Supervisors have the authority to issue emergency suspensions, however shall not be directly involved in the non-emergency discipline of a GAFAE Bargaining Unit Member.
Disciplinary Authority. Supervisors have the authority to issue verbal reprimands, written reprimands, and emergency suspensions. However, a Supervisor will not issue a non- emergency suspension to a GAFAE Bargaining Unit Member.
Disciplinary Authority. 23 ARTICLE XXI. SAVINGS CLAUSE 23
