Disciplinary Records/Appeals Sample Clauses

Disciplinary Records/Appeals. Any employee subject to discipline involving a loss in pay/suspension shall have the ability to contest such action through the grievance procedure beginning at Step 3. Letters of instruction and cautioning and letters of written reprimand shall be subject to the grievance procedure but are not eligible for arbitration. All disciplinary actions or records thereto shall cease to have force and effect for purposes of progressive discipline two
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Disciplinary Records/Appeals. An employee subject to discipline involving any suspension of greater than three (3) days, demotion, or discharge shall have the ability to contest such action through the grievance and arbitration procedures. Disciplinary actions involving a loss in pay of three (3) days or greater shall be subject to the grievance procedure, but are not eligible for arbitration. Records of prior discipline issued before April 1, 2019, shall be ceased to have force and effect within two (2) years from the date of issuance, provided that there have been no intervening disciplinary events. Records of prior discipline issued after April 1, 2019, shall not expire, and shall be considered in all future disciplinary matters.
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Disciplinary Records/Appeals. Records of instruction and cautioning and written reprimands shall cease to have force and effect of be considered in future disciplinary matters twelve (12) months after their effective date provided there are no intervening disciplinary actions taken during that time period. Records of suspensions shall cease to have force and effect or be considered in future disciplinary matters eighteen (18) months after their effective date provided there are no intervening disciplinary actions taken during that time period. Records of discipline that are issued in connection with violations of the Employer’s Drug and Alcohol Policy, Workplace Violence, and Discriminatory Harassment shall have no expiration.
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Disciplinary Records/Appeals. Records of disciplinary action shall cease to have force and effect or be considered in future discipline matters, provided that there has been no intervening discipline, according to the following schedule: Letters of Instruction and Cautioning twelve (12) months Written Reprimands eighteen (18) months Suspensions, Fines, and Reductions twenty-four (24) months Discipline for drug and alcohol related offenses or violations of the parties’ drug and alcohol testing policy are not subject to the twenty-four (24) month provisions listed above and shall be considered in all future discipline.
Sample 1
Disciplinary Records/Appeals. An employee subject to discipline involving a loss in pay/suspension in excess of three (3) days or more shall have the ability to contest such action through the grievance and arbitration procedure. Disciplinary actions involving no loss in pay or three (3) days or less shall be subject to the grievance procedure, but are not eligible for arbitration. Records of prior discipline shall be considered in all future disciplinary actions.
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Related to Disciplinary Records/Appeals

  • 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 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.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • 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.

  • Records; Inspection Reneo shall, and shall cause its Affiliates and Sublicensees to, keep complete, true and accurate books of account and records for the purpose of determining the payments to be made under this Agreement. Such books and records shall be kept for [***] years following the end of the calendar year to which they pertain. Such records shall be open for inspection during such period by independent accountants, solely for the purpose of verifying payment statements hereunder for a period covering not more than the [***] prior to the date of request; provided that no period shall be subject to inspection under this section more than once. Such inspections shall be made no more than once each calendar year, on reasonable notice during normal business hours. The auditor will execute a reasonable written confidentiality agreement with Reneo and will disclose to vTv only such information as is reasonably necessary to provide vTv with information regarding any actual or potential discrepancies between amounts reported and actually paid and amounts payable under this Agreement. The auditor will send a copy of the report to Reneo at the same time it is sent to vTv. The report sent to both Parties will include the methodology and calculations used to determine the results. Any unpaid amounts (plus interest as set forth in Section 3.8) that are discovered shall be paid promptly by Reneo. Inspections conducted under this Section 3.9 shall be at the expense of vTv, unless the inspection discloses an underpayment by Reneo of [***] or more of the amount due for any period covered by the inspection, whereupon all costs relating to the inspection for such period shall be paid promptly by Reneo. If an inspection conducted pursuant to this Section 3.9 discloses an overpayment by Reneo, then Reneo will deduct the amount of such overpayment from amounts otherwise owed to vTv under this Agreement, unless no further payments are due hereunder, in which case the amount of such overpayment shall be refunded by vTv to Reneo.

  • 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.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • 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.

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

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