Disciplinary Processes. In any disciplinary procedures initiated by the employer against an employee the following principles shall be observed:
(a) The employee must be advised of their right to request union assistance and/or union representation at any stage.
(b) The employee must be advised in writing of the specific nature of the alleged conduct and a reasonable opportunity provided for the employee to respond.
(c) Before any substantive disciplinary action is taken, an appropriate investigation is to be undertaken by the employer.
(d) An employee aggrieved by an action taken by the employer must be advised of their right to pursue a grievance in terms of the personal grievance procedures contained in Part 8 of this Agreement.
(e) If a matter under investigation is considered sufficiently serious an employee may be placed on suspension on full pay pending an investigation under clause 6.1(d).
Disciplinary Processes enterprise bargaining where the delegate has been appointed as a bargaining representative under section 176 of the Fair Work Act or is assisting the union with enterprise bargaining; and
Disciplinary Processes. (a) Suspensions The President may suspend an employee for cause. The Board shall be informed of the suspension within twenty-four (24) hours and shall, within two (2) weeks of the suspension, either dismiss the employee or reinstate him/her with or without penalty. At the same time, the President shall notify the president of the CCFA, by confidential memo, that the suspension has occurred. Whenever an employee is reinstated without penalty, all documentation related to the matter will be removed from the employee's personnel file. Cause shall be defined to mean:
(i) gross misconduct; or
(ii) persistent neglect of faculty responsibilities (where neglect shall be taken to mean failure to correct deficiencies which have been indicated to the employee in writing); or
(iii) professional incompetence related to faculty responsibilities; or
(iv) demonstrated unsuitability for the position.
Disciplinary Processes. Enterprise bargaining (if appointed as a bargaining representative or assisting the union)
Disciplinary Processes. Suspensions The President may suspend an employee for cause. The Board shall be informed of the suspension within twenty-four (24) hours and shall, within two (2) weeks of the suspension, either dismiss the employee or reinstate with or without penalty. At the same time, the President shall notify the president of the Union, by confidential memo, that the suspension has occurred. Whenever an employee is reinstated without penalty, all documentation related to the matter will be removed from the employee's personnel file. Cause shall be defined to mean: gross misconduct; or persistent neglect of faculty responsibilities (where neglect shall be taken to mean failure to correct deficiencies which have been indicated to the employee in writing); or professional incompetence related to faculty responsibilities; or demonstrated unsuitability for the position. Termination for Cause If there exists sufficient evidence to justify the termination of a probationary appointment, term contract, or continuing appointment of an employee, the President shall advise the individual concerned in writing, by registered mail, stating intention to recommend such termination to the Board, and setting forth reasons for the recommendation and the effective date for the termination. Cause, as defined in (a), shall be deemed appropriate grounds for termination. Burden of Proof all cases of termination or disciplinary action, the burden of proof of just cause shall rest with the Employer.
Disciplinary Processes. When an issue is either unable to be resolved at a problem-solving level or is at a level of seriousness that warrants a formal disciplinary process, all employees have both rights and responsibilities. All employees have the right to • Be advised of their right to representation and or support person of their choice. • See the allegations and evidence against them in writing ahead of any disciplinary meeting • Have adequate time to prepare a response and organise representation • Know who will be at the meeting and what their role is • A process of investigation that is conducted with an open mind free from pre-determination • An outcome that is consistent with other similar situations All employees have a responsibility to • Act in good faith • Act in accordance with the code of conduct If the issue cannot be resolved either party may seek the assistance of a mediator. The mediator will be agreed between the parties as an appropriate person to assist. Reasonable costs of the mediator will be met by Oranga Tamariki. If either party believes that mediation is inappropriate, or if the employment relationship problem has not been resolved after using the Employment Relations Service, either party can apply to the Employment Relations Authority for assistance. This is a more formal step to take. The Authority's role is to investigate the problem and to make a decision.
Disciplinary Processes. When an issue is either unable to be resolved at a problem-solving level or is at a level of seriousness that warrants a formal disciplinary process, all employees have both rights and responsibilities. All employees have the right to: • be advised of their right to representation and or support person of their choice; • see the allegations and evidence against them in writing ahead of any disciplinary meeting; • have adequate time to prepare a response and organise representation; • know who will be at the meeting and what their role is; • a process of investigation that is conducted with an open mind free from pre-determination; and • an outcome that is consistent with other similar situations. All employees have a responsibility to: • act in good faith; and • act in accordance with the code of conduct. If the issue cannot be resolved either party may seek the assistance of a mediator. The mediator will be agreed between the parties as an appropriate person to assist. Reasonable costs of the mediator will be met by Xxxxxx Xxxxxxxx. If either party believes that mediation is inappropriate, or if the employment relationship problem has not been resolved after using the Employment Relations Service, either party can apply to the Employment Relations Authority for assistance. This is a more formal step to take. The Authority's role is to investigate the problem and to make a decision.
