Disciplinary infractions Sample Clauses

Disciplinary infractions. Any conduct by the Student that would result in a mandatory assignment to the District’s Disciplinary Alternative Education Program (DAEP) or expulsion for a resident student or that constitutes “serious” misconduct under the District’s Student Code of Conduct shall result in revocation of this agreement. At the Superintendent’s discretion, in consultation with the campus Principal, any conduct by the Student that could result in a discretionary DAEP removal may result in revocation of this agreement.
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Disciplinary infractions. Any conduct by the Student that would result in a mandatory or permissive assignment to DAEP or expulsion for a resident student or that constitutes “serious” or “persistent” misconduct under the District’s Code of Student Conduct or more than 3 referrals that are made within any grading period for misconduct shall result in revocation of this agreement at the end of the school term or semester. “Cause” includes, without limitation, notification to the District by an agency of the state or federal government that the transfer contemplated by this agreement is not authorized by law, maintaining attendance or academics, or any disciplinary infraction by the Student which under this agreement permits revocation.
Sample 1
Disciplinary infractions. It is understood that an undercover officer cannot be expected to pose as a model student. Nonetheless, no undercover officer will engage in any activities that unduly disrupt the educational environment, or that amount to disciplinary infractions of such a nature and magnitude so an to prevent other students from enjoying the full benefits of that educational environ- ment. An undercover officer will at all times respect the rights of teachers and other students.
Sample 1
Disciplinary infractions. Any conduct by the student that would result in a mandatory assignment to in-house suspension, to AEP or expulsion for a resident student or that constitutes “serious” misconduct under the District’s Student Code of Conduct shall result in revocation of this agreement. At the Superintendent’s discretion, in conjunction with the campus principal, any conduct by the student that could result in a discretionary AEP removal may result in revocation of this agreement.
Sample 1
Disciplinary infractions. All disciplinary infractions prior to ratification will be handled in the same manner as per Article 11.03. Original XXX #3– January 7, 2016 When a Driver is required to undergo a Ministry of Transportation medical in order to maintain a Driver’s licence, and such licence classification is a condition of employment, the Driver will be reimbursed to a maximum of seventy-five dollars ($75.00) upon providing a receipt as long as they have completed two hundred and fifty (250) hours of work in the prior twelve (12) months of the medical exam. Any other medical forms requested by the Company where there is a cost associated in providing the information to the Company, the Driver will be reimbursed up to a maximum of fifty dollars ($50.00) for each request when the Driver provides a receipt. For other documents being requested by the Company, the Company will pay the full cost. Original XXX #4 – January 7, 2016 Amended XXX #4 – January 7, 2019 Working for another Motor Coach operator in Southern Ontario is a conflict of interest. Great Canadian Coach Drivers are precluded from working for a competitor unless this arrangement was in place prior to the ratification of this contract. All such conflicts must be reported to the Coach Operations Manager immediately. Original XXX #5 – January 7, 2019 In the course of their daily duties, Drivers and Union Stewards are often in possession of confidential Company information. This could include, but is not limited to:  Company manuals  Client Names and Information  Itineraries  Daily Dispatch Sheets These documents are the intellectual property of Great Canadian Coaches and it is understood that these are not to be shared outside the purview of their intent. Original XXX #6 – January 7, 2019 The Company will reimburse one hundred dollars ($100.00) towards the cost of a passport renewal for those Drivers that are authorized to drive in the United States as per the Company hiring requirements. Original XXX #7 – January 7, 2019 During the current negotiations, the parties agreed to revise the qualifications and processes for the 8 Day or Greater Board and GCH & High End Tour Board – Less than 8 days which also affects Article 31 and Article 32. Following ratification of the “Memorandum of Agreement” the bids currently assigned will be honoured. The Company will confirm with the Union the effective date of when the new procedures will begin. Original XXX #8 – January 7, 2019 MULTI-DAY RATE 200.49 225.00 229.00 234.00 239....
Sample 1
Disciplinary infractions. Disciplinary issues that may result in expulsion are detailed in the student handbook. These include, but are not limited to, the following: ▪ Possession of a weapon ▪ Possession of or under the influence of drugs, tobacco, or alcohol ▪ Fighting, violence, or harassment ▪ Vandalism ▪ Inappropriate conduct during school-related events and trips (on and off campus) ▪ Continued repetition of student infractions after repeated warnings/consequences Students who have 9 absences will be placed on probation. If a student is absent 15 days, he/she is subject to loss of scholarship. (This excludes cases of extreme illness or injury where a doctor’s note can be provided.) Three tardies are the equivalent of one day of absence from school. Students who are tardy more than 9 times will be placed on probation. If a student is tardy 15 times, he/she is subject to loss of scholarship. At least one parent/guardian must participate in 40 hours of service to the school each year. Opportunities to meet these requirements will be sent home each quarter; hours will be available before, during, and after school. These service hours will be logged by our Director of Student Services. Each quarter, parents will receive an update on hours completed. If 40 hours are not complete by the end of the year, the student’s scholarship for the following school year may not be renewed. Parents are required to support the Academy’s programs and the guidelines specified in the Parent Contract signed at admissions interviews. If a parent/guardian is thought to be out of compliance with the Parent Contract, a conference with school administration will be arranged and a plan for improvement will be set in place. If a positive resolution cannot be found, the student will be subject to loss of scholarship. Full tuition for one year at the Xxx Xxxxx Academy is $18,000. With the assistance of generous donors, the school is able to provide substantial financial aid to families based on need. In order to determine the proper amount of financial assistance for each family, the school needs accurate information regarding household income and the number of dependents living in the household. Please click here to access the monthly tuition scale. If you have any questions or concerns relating to the financial information gathered by the Xxx Xxxxx Academy, please contact the Admissions team at 000-000-0000 or email xxxxxxxxxx@xxxxxxxxxxxxxxx.xxx. Total number of dependents in the household: Total income of...
Sample 1

Related to Disciplinary infractions

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Records Any disciplinary records, as well as letters of instruction or expectation, shall be removed from an employee's file after eighteen (18) months 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. Absences of two (2) or more consecutive months will extend this period by the duration of the absence. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

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

  • 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. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Disciplinary Record A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • 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.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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