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 Matters. (a) The employer acknowledges the principles of procedural fairness and the right to a support person.
(b) Where an employee is directed to attend a disciplinary meeting it will, as far as practicable, be scheduled during an employee’s rostered shift, or at the beginning or end of that shift.
(c) Where an employee is requested to attend a meeting that is not at a time when they are rostered to work, they will be entitled to pay at their base rate of pay for the duration of the meeting.
(d) Where an employee reschedules the meeting to a time outside their usual rostered hours, no payment will be made.
Disciplinary Matters. 13.1 The Employer acknowledges the principles of procedural fairness and the right to a support person.
13.2 Where an Employee is directed to attend a disciplinary meeting it will, as far as practicable, be scheduled during an Employee’s rostered shift, or at the beginning or end of that shift.
13.3 Where an Employee is requested to attend a meeting that is not at a time when they are rostered to work, they will be entitled to pay at the applicable rate of pay for the duration of the meeting.
13.4 Where an Employee reschedules the meeting to a time outside their usual rostered hours, no payment will be made.
Disciplinary Matters. 33.1. In all dealings with employees, which may lead to a disciplinary outcome, including termination, the employer commits to the principles of procedural fairness, natural justice and the right to a support person.
Disciplinary Matters. 7.3.1 The following principles shall be used in addressing complaints against teachers and matters of discipline and competence to ensure that such matters can in the interests of the parties be fully and fairly addressed. Many complaints will be able to be resolved by discussion between the employer or delegated nominee and the teacher concerned without the need to take the matter any further. The employer or delegated nominee should, wherever appropriate, seek to resolve complaints in this manner in the first instance. Questions of competence, conduct and/or discipline should be handled in a manner which as far as possible protects the mana and dignity of the teacher concerned. Teachers may seek whanau, family, professional and/or NZEI support in relation to such matters.
Disciplinary Matters. 9.01 A Union Committeeperson or an alternate Union Committeeperson will be present at a meeting between the Employer and an employee who has successfully completed his probationary period, where the purpose of the meeting is to issue discipline that will be placed upon the employee’s disciplinary record, provided the Union Committeeperson or alternate Union Committeeperson is on the Employer’s property.
9.02 An employee who has successfully completed his probationary period who is discharged or suspended may file a grievance at Step 3 of the Grievance Procedure within three working days after such discharge or suspension.
9.03 Where the Employer discharges an employee who has successfully completed his probationary period, and who is on the Employer premises at the time of such discharge, the employee will be given, provided a Union Committeeperson or alternate Union Committeeperson is on the plant property, a reasonable opportunity to interview said Union Committeeperson or alternate Union Committeeperson, prior to leaving the premises. Such a right shall not apply where the employee’s conduct is such that it becomes necessary, in the opinion of the Employer acting reasonably, that the employee leave the Employer’s premises immediately.
9.04 A copy of any written discipline, notice of suspension or dismissal will be provided to the Unit Committeeperson or Unit Chairperson. The Company agrees no bargaining unit employee will be removed from the plant for suspension until the Union has had two (2) working days to investigate the alleged violation unless the employee has been insubordinate, committed an offence that is of a violent nature or may endanger themselves and/or other employees. Should the suspension occur, the Company will determine the day(s) the suspension will take place.
9.05 Verbal and written warnings shall be removed from an employee’s disciplinary file and not relied upon by the Employer for disciplinary purposes after nine (9) months from the date of issue. Suspensions shall be removed from an employee’s disciplinary file and not relied upon by the Employer for disciplinary purposes after twelve (12) months from the date of issue, provided no additional discipline is imposed within the twelve (12) month period.
Disciplinary Matters. 17.1 Wherever possible, any issues relating to conduct, competence and behaviour should be identified and resolved without recourse to formal procedures. However, if considered necessary, concerns regarding capability, performance and conduct will be dealt with in accordance with ‘Upholding Professional Standards in Wales’ (UPSW).
17.2 If you wish to appeal against a disciplinary decision, you may apply in writing to [POSITION] in accordance with UPSW.
Disciplinary Matters. Termination for incapacity
Disciplinary Matters. 2.5.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process.
2.5.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview.
2.5.3 The Interview shall take place between the Company, the Union and the accused individual
2.5.4 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.
2.5.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview except where the accused individual or Union unreasonably fails to attend the interview and there is no agreement to re-schedule, in which case the Company will proceed with discipline under 2.5.7 below.
2.5.6 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.
2.5.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2.
2.5.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.
Disciplinary Matters. 5.1 All disciplinary matters pertaining to the education and training of the Learner in all its facets shall vest in the Principal of the School or in a person authorised thereto in writing by the Principal.
5.2 Control, expulsion, suspension and discipline of the Learner shall be in accordance with the provisions of the South African Schools Act 84 of 1996, and the Regulations thereto and the Constitution.
