Disciplinary Process and Due Process Sample Clauses

Disciplinary Process and Due Process. This section is specific to dealing with athlete infractions or violations; however, a similar process will be followed for all members including parents/guardians and alumni. Section 2.7 outlines possible consequences to members. Disciplinary decisions with respect to major infractions or violations of this Code of Conduct shall be made by the Discipline Committee, or in cases of very severe behaviour, by the BC Alpine Discipline Review Committee. As stated in the introductory section, a supervising coach may, in necessary circumstances, suspend an athlete until such time as the Discipline Committee can address the matter in a most timely fashion. The Apex Ski Club Discipline Committee shall be created on an as needed basis and made up of at least 3 representatives appointed by the President of Apex Ski Club, and 1 member of the Board. The Committee will be led by the Disciplinary Chair, appointed by the Board at the beginning of each season. The Board representative is a non-voting member of the Discipline Committee, and serves only to liaise between the Discipline Committee and the Apex Ski Club Board. If a Discipline Committee member has a potential conflict of interest as a result of a family or friendship connection with the athlete or adult in question, that member shall remove him or herself from the investigation/decision-making process, and shall request that the President of the Apex Ski Club Executive appoint a suitable replacement. The Apex Ski Club will operate on a standard of proof called "Balance of Probabilities". In contrast to the criminal court's requirement for proof "Beyond a Reasonable Doubt", Balance of Probabilities would require that the Discipline Committee take into account all available information and determine the most likely explanation of the behaviour or incident, and assign to that a suitable consequence. Discipline with due process must be followed.
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Disciplinary Process and Due Process. Disciplinary decisions with respect to major infractions or violations of this Code of Conduct shall be made by the Apex Ski Club Executive, Alpine Chair and Discipline Committee, or in cases of very severe behaviour, by the BC Alpine Discipline Review Committee. As stated in the introductory section, a supervising coach may, in necessary circumstances, suspend an athlete until such time as the discipline committee can address the matter in a most timely fashion. The Apex Ski Club Discipline Committee shall be made up of 3 or 5 parent representatives appointed by the President of Apex Ski Club at the beginning of each season, and 1 member of the Executive. The body of 3 or 5 has voting status. One of these appointed members will serve in the role of Alpine Chair, to lead the committee, and will fulfill duties as outlined below. When the Alpine Chair is unable to fulfill his or her obligations, a designate from the Discipline Committee will take over the responsibility. The Executive representative is a non-voting member of the Discipline Committee, and serves only to liaise between the Discipline Committee and the Apex Ski Club Executive. To avoid conflict of interest, if a violation report includes the name of a son or daughter of a Discipline Committee member, that member shall remove him or herself from the investigation/decision-making process, and shall request that the President of the Apex Ski Club Executive appoint a temporary stand-in. If a discipline committee member finds him or herself in a potential conflict of interest situation as a result of a family or friendship connection with the athlete or adult in question, he or she shall likewise excuse him or herself from the process. The Apex Ski Club will operate on a standard of proof called "Balance of Probabilities". In contrast to the criminal court's requirement for proof "Beyond a Reasonable Doubt", Balance of Probabilities would require that the Discipline Committee take into account all available information and determine the most likely explanation of the behaviour or incident, and assign to that a suitable consequence. Discipline with due process must be followed.
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Related to Disciplinary Process and Due Process

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.

  • Due Process A teacher shall be entitled to Union representation at any conference held during this procedure in which the teacher will be advised of an impending adverse personnel action.

  • Disciplinary Procedure 38.01 This procedure shall apply to all non-probationary employees covered by this Agreement.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • GRIEVANCE PROCESS RIGHTS No grievant shall lose his/her right to process his/her grievance because of Management-imposed limitations in scheduling meetings.

  • Grievance Process In the event of any dispute arising in connection with any part of this clause, such a dispute shall be processed in accordance with the dispute settling provisions of this Agreement.

  • DUE PROCESS PROCEEDINGS CONTRACTOR shall fully participate in special education due process proceedings including mediations and hearings, as requested by XXX. Participation further includes the willingness to make CONTRACTOR’s staff available for witness preparation and testimony as is necessary to facilitate a due process hearing. CONTRACTOR shall also fully participate in the investigation and provision of documentation related to any complaint filed with the State of California, the Office of Civil Rights, or any other state and/or federal governmental body or agency. Full participation shall include, but in no way be limited to, cooperating with LEA representatives to provide complete answers raised by any investigator and/or the immediate provision of any and all documentation that pertains to the operation of CONTRACTOR’s program and/or the implementation of a particular student’s IEP/Individual and Family Service Plan (“IFSP”).

  • Layoff Process Layoff of bargaining unit members is an undesired outcome of an extremely harsh and unforgiving economic reality. Prior to the declaration of retrenchment or a financial exigency, the following process will be employed:

  • 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;

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