DISCIPLINARY INQUIRY Sample Clauses

DISCIPLINARY INQUIRY. To ensure that the above policy is effective, it is essential that disciplinary action be taken against offenders. Since sexual harassment is a form of misconduct, an appropriate verbal or written disciplinary inquiry will be conducted before any disciplinary action is imposed against the accused employee. Depending on the seriousness of the offence, the disciplinary punishment imposed can range from a written warning to the dismissal of the guilty party from employment. Please note that individuals who are found to make a deliberate false claim of harassment may also be liable for disciplinary action. SIGNED AND DATED THIS 03 OCTOBER 2007 For and On Behalf of SARAWAK COMMERCIAL BANKS’ ASSOCIATION sgd. (XXXXXX XXXXXX XX XXX) PRESIDENT Sarawak Commercial Banks’ Association sgd. (XXXXXXX XXXXXXX) SECRETARY Sarawak Commercial Banks’ Association For and On Behalf of SARAWAK BANK EMPLOYEES’ UNION sgd. (HADIAH BTE LEEN) PRESIDENT Sarawak Bank Employees’ Union sgd. (XXXXXX XX XXXX XXXX) SECRETARY Sarawak Bank Employees’ Union IN THE PRESENCE OF sgd. (XXXXXXX XXXXXXXX) PRESIDENT MALAYAN COMMERCIAL BANKS’ ASSOCIATION MEMORANDUM OF AGREEMENT BETWEEN SARAWAK COMMERCIAL BANKS’ ASSOCIATION AND SARAWAK BANK EMPLOYEES’ UNION
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DISCIPLINARY INQUIRY. (1) To ensure that the above policy is effective, it is essential that disciplinary action be taken against offenders. Since sexual harassment is a form of misconduct, an appropriate verbal or written disciplinary inquiry will be conducted before any disciplinary punishment imposed can range from a written warning to the dismissal of the guilty party from employment. Please note that individuals who are found to make a deliberate false claim of harassment may also be liable for disciplinary action.
Sample 1
DISCIPLINARY INQUIRY. To ensure that the above policy is effective, it is essential that disciplinary action be taken against offenders. Since sexual harassment is a form of misconduct, an appropriate verbal or written disciplinary inquiry will be conducted before any disciplinary action is imposed against the accused employee. Depending on the seriousness of the offence, the disciplinary punishment imposed can range from a written warning to the dismissal of the guilty party from employment. Please note that individuals who are found to make a deliberate false claim of harassment may also be liable for disciplinary action. SIGNED AND DATED THIS 23 APRIL 2013 For and On behalf of SABAH COMMERCIAL BANKS’ ASSOCIATION ..................................................................... (LIEW XXX XXXX) PRESIDENT ..................................................................... (MATURIN SIBI) SECRETARY For and On behalf of SABAH BANKING EMPLOYEES’ UNION .................................................. (XXXXXXXX XXXX SAT PENG) PRESIDENT .................................................. (XXXXXXXXX JIKUNAN) GENERAL SECRETARY IN THE PRESENCE OF .................................................. (XXXX ABD MANAF) PRESIDENT MALAYAN COMMERCIAL BANKS’ ASSOCIATION …………………………………………………………. (MORYATI BTE OTHMAN @ ABDULLAH)
Sample 1
DISCIPLINARY INQUIRY. 3.5.1 Appointment of a chairperson for a disciplinary hearing The employer shall appoint a chairperson for a disciplinary hearing to conduct the formal disciplinary inquiry.
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Related to DISCIPLINARY INQUIRY

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

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

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • 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 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.

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

  • DISCIPLINARY RULES Peace officers shall be subject to disciplinary action for unprofessional conduct whenever:

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