Disciplinary Penalties Imposed by the Board Sample Clauses

Disciplinary Penalties Imposed by the Board. If the board finds that sufficient cause exists, it may impose disciplinary action proposed by the Superintendent, or designee, or it may impose a less disciplinary penalty.
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Disciplinary Penalties Imposed by the Board. If the Board finds that sufficient cause exists it may impose disciplinary action proposed by the Superintendent or his designee or it may impose a lesser disciplinary penalty. H IMMEDIATE DEMOTION OR SUSPENSION WITHOUT PAY OR BENEFITS OR PERMANENT CLASSIFIED EMPLOYEES
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Disciplinary Penalties Imposed by the Board. 36 If the Governing Board finds that sufficient cause exists, it may impose disciplinary action proposed by the 37 Superintendent/President or Designee, or it may impose a lesser disciplinary penalty. 38 1 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 2 If the Superintendent/President or Designee determines that pending a Board hearing on the demotion, 3 suspension, or dismissal of a permanent Classified employee, the immediate demotion or suspension of the 4 employee without pay would be in the best interests of the District, the following procedure shall be 5 initiated prior to imposing the demotion or suspension:
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Disciplinary Penalties Imposed by the Board. 11 If the Governing Board finds that sufficient cause exists, it may impose disciplinary action proposed by the‌‌‌‌‌ 12 Superintendent/President or Designee, or it may impose a lesser disciplinary penalty. 13 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 14 If the Superintendent/President or Designee determines that pending a Board hearing on the demotion, 15 suspension, or dismissal of a permanent Classified employee, the immediate demotion or suspension of the 16 employee without pay would be in the best interests of the District, the following procedure shall be 17 initiated prior to imposing the demotion or suspension: 18 1. 20 21 22 2. 23 24 3. 25 26 27 28 29 30 31 32 33 34 35 36 In addition to the written notice of the proposed disciplinary action as provided in Section 4, the employee shall be given written notice of the demotion or suspension without pay, the charges upon which this action is based, and their right to respond to those charges both orally at a conference and in writing.‌‌ The employee shall be given notice of the demotion or suspension sufficiently in advance of the action to review the charges and to frame a response.‌ The demotion or suspension action should be discussed prior to its occurrence at a conference with the Superintendent/President or Designee, during which time the employee shall have the right to present any rebutting evidence.‌‌
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Disciplinary Penalties Imposed by the Board. If the Governing Board finds that sufficient cause exists, it may impose disciplinary action proposed by the district superintendent or his/her designee or it may impose a lesser disciplinarypenalty.
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Disciplinary Penalties Imposed by the Board. The Board may affirm, reject, or modify the disciplinary action proposed by the Superintendent, or his/her designee. The Board’s determination as to findings shall be final and binding upon the parties.
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Related to Disciplinary Penalties Imposed by the Board

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

  • 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.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • 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.

  • Shift Penalties (1) In addition to an employee’s ordinary salary (including higher duties allowance), the employee is entitled to the highest penalty rate for shiftwork that applies to the performance of shiftwork set out in the following table: Rostered time of ordinary duty Penalty rate (% of employee’s hourly rate of salary) Ordinary duty, any part being between 6:00 pm and 6:30 am 15% Ordinary hours worked continuously for a period exceeding 4 weeks on a shift falling wholly within the period from 6:00 pm to 8:00 am 30% Ordinary duty, Saturday 50% Ordinary duty, Sunday 100% Ordinary duty, public holiday 150%

  • Disciplinary Proceedings Any disciplinary, peer review or professional review investigation, proceeding or action instituted by any licensure board, hospital, medical school, physical therapy school, health care facility or entity, professional society or association, third party payor, peer review or professional review committee or body, or governmental agency;

  • Criminal Penalties Any individual director, officer, or employee of the contractor or of its subcontractors and suppliers who are indemnified under the provisions of this clause are subject to criminal penalties, pursuant to section 223(c) of the Act, for knowing and willful violation of the Atomic Energy Act of 1954, as amended, and applicable DOE nuclear safety-related rules, regulations or orders which violation results in, or, if undetected, would have resulted in a nuclear incident.

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