Disciplinary Issues. If the Executive is dissatisfied with any disciplinary decision or action against him, he should raise it with the Managing Director and CEO National Australia Group.
Disciplinary Issues. Disciplinary action will be instituted where an Employee is found to have breached the standards of appropriate workplace behaviour.
Disciplinary Issues. 4.8.1. The Placement Provider may reserve the right to remove a student from a placement setting in any case where it considers this is necessary having regard to the student’s conduct or professional suitability. The Placement Provider will inform the Institution immediately in this case. The HEI and the Placement Provider will co-operate in any disciplinary proceedings taken in connection with a student in a placement setting. Supervisory staff of the Placement Provider should have the right to counsel a student. However, any case where more serious disciplinary action may be contemplated will be referred immediately to the Institution.
4.8.2. The Placement Provider and the Institution will co-operate in answering any patient complaint or defending any clinical negligence or personal injury claim involving a student in a placement setting.
Disciplinary Issues. 9.1 The Placement Provider may reserve the right to remove a Student from a placement setting in any case where it considers (in the reasonable opinion of a senior staff member with competent authority) this is necessary having regard to the Student’s conduct or professional suitability or where patient safety is compromised. The Placement Provider will inform the Education Provider immediately of both the removal and the reason for the removal. The Education Provider and the Placement Provider will co-operate in any disciplinary proceedings taken in connection with a Student in a placement setting. Supervisory staff of the Placement Provider should have the right to counsel a Student. However, any case where more serious disciplinary action may be contemplated must be referred immediately to the Education Provider.
9.2 Where the Placement Provider has concerns in relation to the performance of a Student over time, the Education Provider will be notified as soon as is reasonably practicable.
9.3 The Placement Provider and the Education Provider will, in partnership, co-operate in investigating and answering any patient complaint or defending any clinical negligence or personal injury claim involving a Student in a placement setting.
9.4 The Placement Provider will encourage and support appropriate staff to participate in any disciplinary and appeals processes relating to Student performance in practice, in partnership with the Education Provider, including professional suitability panels.
Disciplinary Issues. 9.1 The Placement Provider may reserve the right to remove a student from a placement setting in any case where it considers this is necessary having regard to the student’s conduct or professional suitability. The Placement Provider will inform the Education Provider immediately in this case. The HEI and the Placement Provider will co-operate in any disciplinary proceedings taken in connection with a student in a placement setting. Supervisory staff of the Placement Provider should have the right to counsel a student. However, any case where more serious disciplinary action may be contemplated will be referred immediately to the Education Provider.
9.2 The Placement Provider and the Education Provider will co-operate in answering any patient complaint or defending any clinical negligence or personal injury claim involving a student in a placement setting.
9.3 The Placement Provider will encourage and support appropriate staff to participate in any disciplinary and appeals processes relating to student performance in practice, at the invitation of the Education Provider.
Disciplinary Issues. Any disciplinary issues will be dealt with by the line manager.
Disciplinary Issues. Computer Policy violations are considered as either minor or major.
a) Violations of this policy will be handled in accordance with Valley Forge Military Academy & College policies and may result in disciplinary action, to include, but not limited to the restriction of network access, loss of network privileges, dismissal from Valley Forge Military Academy & College and legal action.
b) Violations of the above policies may constitute a criminal offense punishable under Pennsylvania or United States Federal law. As an example, under Pennsylvania law, “…it is a felony punishable by fine up to $15,000 and imprisonment up to seven years for any person to access, alter, or damage any computer system, network, software, database, or any part thereof, with the intent to interrupt the normal functioning of an organization (18Pa.C.C.3933(a)(1))…” “…Disclosing a password to a computer system, network, etc., knowingly and without authorization, is a misdemeanor punishable by a fine of up to $10,000 and imprisonment of up to five years, as is intentional and unauthorized access to a computer, interference with the operation of a computer or network, or alteration of computer software (18 Pa.C.S.3933(a)(2) and (3))…”
c) During the six-week indoctrination period known as the Plebe System, Plebes may use computers for academic purposes during Evening Study Hall, which is conducted from 1930 to 2130 hours Sunday through Thursday. Plebes are allowed to use a computer for academic purposes outside Evening Study Hall; however, they must obtain permission from their Tactical Officer to do so. Computers will not be used for e-mail or instant messaging during the Plebe System.
Disciplinary Issues. If an employee’s complaint relates to his or her dissatisfaction with a disciplinary, performance review or dismissal decision, they should not invoke the grievance procedure but should instead appeal against that decision in accordance with the appeal procedure with which they will have been provided.
Disciplinary Issues. If an employee’s complaint relates to his or her dissatisfaction with a disciplinary, performance review or dismissal decision, they should not invoke the grievance procedure but should instead appeal against that decision in accordance with the appeal procedure with which they will have been provided. To: Date: 14.09.2021 Dear, MY NAME I, am employed by COMPANY in the position of Sports Coach COMPANY, COMPANY ADDRESS. In consideration of the disclosure to COMPANY and myself of certain information (as specified below) prepared, owned and/or used by COMPANY, I hereby agree to abide by the terms of this letter with respect to the holding in confidence of information emanating from COMPANY. As used in this letter, the term “confidential information” shall mean any information emanating from COMPANY which relates to COMPANY, its business, know how, operating procedures, customers, franchisees or suppliers, in any form, and not in the public domain, including any complications or otherwise public information in a form not in the public domain. It is understood that the term “confidential information” is not meant to include any information obtained in the following manner:-
Disciplinary Issues. Where formal disciplinary measures are required to be implemented in respect of a relevant student, and where legal status or information sharing approval allows, the Inclusiveness & Study Skills Co-ordinator (named person) and Learning Support Manager will liaise with external agency support workers and the Head of Student Services to ensure that disciplinary measures take relevant cognisance of the students status.
