Disciplinary Notification. PSE shall promptly be notified by the Employer of disciplinary actions against any employee. PSE is entitled to have an observer at hearings conducted by the Employer and to make known PSE's views concerning the case.
Disciplinary Notification. The Company will remove references to disciplinary action from the employee's record as follows: verbal warning after a twelve (12) month period, written warning after an eighteen (18) month period; suspension after a Thirty-six (36) month period provided however, there has been no further disciplinary action taken against the employee during the applicable period referred to above. Exceptions to the above include suspensions for the following serious offences; illegal strike, slowdown, work stoppage, insubordination or fighting.
Disciplinary Notification. The Union shall be notified by the District of any disciplinary actions of any employee in the unit.
Disciplinary Notification. After the Administrative Conference, the employee will be notified in writing within 3 working days the outcome of the administrative conference. The employee retains the right to request a meeting with the administrator to discuss the outcome of the administrative conference.
Disciplinary Notification. The Union shall be provided a copy of disciplinary actions against any Employee the same day the notice is provided to the Employee. The Union is entitled to have an observer at pre-disciplinary or investigative hearings conducted by the University and to make known the Union’s views concerning the case.
Disciplinary Notification. Both the employee and the Union shall be notified of disciplinary action. Such notification shall be in writing and reflect the specific nature of the offense and directions to the employee for future behavior. If the Employer has reason to discipline an employee, it shall be done professionally and privately. The employee will be entitled to Union representation and be advised of such at any and all disciplinary actions by the Employer or their designee.
Disciplinary Notification. An employee shall be notified within two (2) working days after any determination to discipline such employee, providing the employee is available during this period.
Disciplinary Notification. PSE shall promptly be notified by the Employer of disciplinary actions against any employee. PSE is entitled to have an observer at hearings conducted by the Employer and to make known PSE's views concerning the case. PSE may use Employer facilities, on a space available basis, for the purpose of holding union meetings and conducting union business subject to University policies and procedures and payment of published rental charges, if any. The Parties agree to continue to meet concerning the development and implementation of electronic bulletin boards linked to the Western Labor Relations web site. A working committee will be formed with representatives from both the Employer and PSE to identify a proposal(s) for electronic bulletin boards due no later than September 30, 2013. If the parties cannot reach mutual agreement on electronic bulletin boards the Employer will provide physical bulletin boards or space to PSE for Union Communication. The parties will bargain over the number and location of the physical bulletin boards or space. Materials posted either electronically or physically will be appropriate to the workplace, politically non-partisan, in compliance with state ethics laws and officially identified as PSE literature. PSE communications may not be posted in any other location on the campus. The president of PSE’s local chapter and PSE’s employee representatives will be permitted to use the Employer’s communications systems, including Campus Mail Services and email, consistent with the provisions of Washington State law to communicate as needed with all bargaining unit employees about matters concerning the administration of the Agreement or collective bargaining in accordance with the established policies and procedures of the University. The Employer further grants to PSE the use of campus duplicating services, including self-operated machines, at the rate charged to other campus users. PSE and its membership will not use state-purchased supplies to conduct union business or representational activities. This does not preclude the use of the telephone for representational activities if there is no cost to the Employer, the call is brief in duration and it does not disrupt or distract from the Employer’s business. Representatives of PSE, upon making their presence known to the Employer, shall have access to the Employer’s premises during business hours; provided that conferences or meetings between employees and PSE representatives will not in...
Disciplinary Notification a. If any Registered Nurse is called to meet on a matter which involves the investigation of facts and that Nurse reasonably believes the matter could lead to discharge or discipline, upon that Nurse’s request, the hospital will allow the Nurse to be represented with a CNA representative at the meeting, provided such representation is available without the need to postpone the meeting more than forty-eight (48) hours (not counting Saturdays and Sundays).
b. Upon the Nurse’s request, the Employer shall advise a Nurse in advance if a required meeting may result in any discipline, suspension or discharge of the Nurse.
c. Upon the Nurse’s request, the Employer shall advise the Nurse of the general reason for the meeting. However, the sufficiency of the reason(s) provided shall not be subject to the grievance and arbitration process.
Disciplinary Notification. 1. KPSRA agrees to provide all Misconduct Reports by Tuesday 5:00 pm to the NSYSA Disciplinary Committee via email so that NSYSA may adjudicate and track all Misconducts associated with any and all play associated with matches under their administrative authority. The NSYSA Administrator will assist the members of the NSYSA Disciplinary Committee and KPSRA with the setup of applicable Authorities on this site as necessary.
2. KPSRA shall provide one representative at the request of NSYSA to serve as a voting member of the NSYSA Disciplinary Committee.
3. NSYSA agrees to provide comments for any misconduct report that is denied thus providing feedback and understanding to the referee KPSRA President and Vice President. This tool allows the referee to better learn what is correct in the matter of issuing and reporting misconduct.
4. KPSRA agrees to use the Supplementary Report process for all matters outside the scope of misconduct which occurred during the match and/or to supplement the Disciplinary Process by the appropriate authority.
