Disciplinary Reasons Sample Clauses

Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This hearing shall be used to determine that just cause exists for discharge. Employees who are hired with the expectation that they will obtain certain licenses, for example Paramedic and Firefighter I, and do not obtain these licenses shall be subject to termination. Employees may have up to one year from the time when educational opportunities are available to obtain these licenses; however, the Fire Chief may determine the employee should have obtained these licenses prior to the one-year period and therefore be subject to termination during the one-year grace period. At the Fire Chief’s discretion, all employees are required to maintain their highest certification, such as Paramedic, Firefighter II, while employed by the Saco Fire Department. Failure to maintain this certification shall be considered just cause for termination.
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Disciplinary Reasons. If the removal is for disciplinary reasons and the investigation reveals a prima facie case for disciplinary removal, the employee will be scheduled for available work by the Employer for which the employee has the requisite qualifications and ability, subject to the provisions of the Collective Agreement, until the employee is awarded a vacancy in accordance with Article 12. In removals from site which are alleged to be for disciplinary reasons, the Employer shall provide written reasons (with a copy to the Union and Staff Representative) as to why the employee was directed to be removed by the Client within seven (7) days of the request. In disciplinary removals, the employee reserves the right to file and process a grievance alleging discipline without cause and in accordance with the relevant provisions of this Agreement. The matter will be dealt with in accordance with the attached Memorandum of Agreement. It is agreed and understood that removal from site for disciplinary reasons is a disciplinary penalty permissible only where there is just cause for such penalty. Where a disciplinary removal is found to be without just cause, such removal will be amended to a non-disciplinary removal.
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Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. When an employee is notified of a pending discharge hearing, said notice shall contain any/all alleged violations or misconduct. Said hearing shall be held at a mutual convenient time and date to allow the parties sufficient time to prepare. This meeting shall be used to determine whether just cause exists for discharge.
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Disciplinary Reasons. Disciplinary action may be imposed upon an employee for failure to fulfill their responsibilities as an employee. Violation of work rules, instances of unacceptable behavior, misconduct, or continued unsatisfactory performance will subject an employee to "progressive discipline." All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This meeting shall be used to determine that just cause exists for discharge.
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Disciplinary Reasons. Any Student whose actions are found to be detrimental to the welfare of the Student living community will be removed from on campus housing. Failure to comply with the Residence Hall rules and regulations will result in disciplinary action. Student sanctions may include, but not be limited to, fines, performing Community Service, removal from the Residence Hall, and the issuance of a Criminal Trespass Warrant. Students who are administratively removed from the Residence Hall for disciplinary reasons must move out within 24 hours of notification.
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Disciplinary Reasons. If the is disciplinary reasons the investigation reveals a prima facie case for disciplinary removal, the employee will be for work the Employer for which the employee has the requisite and ability, subject to the provisions of the Collective until employee is awarded a In from site are to be for disciplinary the Employer shall provide written (with a copy to the and Staff Representative) as to why the employee was to be removed by the within seven (7)days of the request. 'Indisciplinary removals, employee reserves right to file and process a grievance alleging discipline without cause and in accordance with the relevant provisions of this Agreement. be dealt in accordance with the attached of Agreement. is agreed and that site for disciplinary reasons a disciplinary only where is just cause for such penalty. Where disciplinary is found to be just cause, removal will be amended to a Failure on the part of the Employer to provide copy of the client's request however shall not void any removal.
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Related to Disciplinary Reasons

  • Disciplinary Record A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Disciplinary Records Any disciplinary records, as well as letters of instruction or expectation, shall be removed from an employee's file after eighteen (18) months from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. Absences of two (2) or more consecutive months will extend this period by the duration of the absence. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • 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.

  • Supervisor Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

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