Disciplinary Review Procedure Sample Clauses

Disciplinary Review Procedure. Members shall have the right to inspect and subsequently initial any letter of reprimand or disciplinary action, which is thereafter placed in the employee’s official personnel file. Any employee receiving a letter of reprimand or disciplinary action may file a written response thereto. Any such written response shall be included in the employee’s official personnel file, which shall be attached to the letter of reprimand or disciplinary action.
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Disciplinary Review Procedure. 10-8.1 Step 1. Effective January l, l995, within twenty-five (25) calendar days after the imposition of disciplinary action or receipt of notice of discipline and charges, whichever is first, an employee who objects to the disciplinary action which was imposed shall present the employee's objection in writing to the employee's department head, not a member of the negotiating unit, who shall carefully consider the matter, and within five (5) days thereafter, make a determination and advise the employee and the Union of the decision.
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Disciplinary Review Procedure. An employee wishing to leave the classified service in good standing shall file a written resignation with the department head at least two (2) weeks before leaving the service, stating the effective date and reasons for leaving. The resignation shall be forwarded to the City Manager with a statement by the department head as to the resigning employee's service performance and other pertinent information concerning the cause for resignation. Failure of the employee to give the required notice shall be entered on the service record of the employee and may be cause for denial of future employment with the City. The resignation of an employee who fails to give notice shall be reported immediately by the department head to the City Manager. (a) When a Friday is observed as a designated holiday for applicable employees, the resigning employee shall be paid for such Friday, provided the employee works at least one (1) day following the holiday prior to service separation.
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Disciplinary Review Procedure. 8.1 Step 1. Within ten (10) working days after the imposition of disciplinary action or receipt of notice of discipline and charges, whichever is first, an employee who objects to the disciplinary action which was imposed shall present his/her objection in writing to his/her department head, who shall carefully consider the matter, and within five (5) working days thereafter, make a determination and advise the employee and the CSEA of the decision. 8.2 Step 2. If the objection is not satisfactorily adjusted at Step 1, an employee or his/her CSEA representative shall appeal the matter to a Town disciplinary review officer within ten (10) working days after notification of the decision provided in Step 1, by filing with the Town disciplinary review officer a notice of appeal on the form provided by the Town. Within ten (10) working days after the filing of the appeal, the disciplinary review officer shall schedule a conference to review the appeal. Conferences will be concluded not later than 20 working days after the initial conference unless there is mutual consent to extend the time. Within fifteen (15) working days after the close of the conference, the Town disciplinary review officer shall make a written determination on the appeal and advise the employee and the CSEA of that determination.
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Disciplinary Review Procedure. 8.1 Step 1: Within fifteen (15) working days after the imposition of disciplinary action or receipt of notice of discipline and charges, whichever is first, an employee who objects to the disciplinary action which was imposed shall present his/her objection in writing to his/her department head, who shall carefully consider the matter, and within ten (10) working days thereafter, make a determination and advise the employee and the CSEA of the decision. 8.2 Step 2: If the objection is not satisfactorily adjusted at Step 1, an employee or his/her CSEA representative shall appeal the matter to a Town disciplinary review officer within ten (10) working days after notification of the decision provided in Step 1, by filing with the Town disciplinary review officer a notice of appeal on the form provided by the Town. On a date mutually agreed upon by the Town and the CSEA, but not exceeding sixty (60) working days after the filing of the appeal, the disciplinary review officer shall commence a conference to review the appeal. Conferences will be concluded no later than twenty (20) working days after the initial conference unless there is mutual consent to extend the time. Within fifteen (15) working days after the close of the conference, the Town disciplinary review officer shall make a written determination on the appeal and advise the employee and the CSEA of that determination. 8.3 Step 3: Within fifteen (15) working days after (a) notification of the decision reached at Step 2; (b) discharge; or (c) suspension without pay in excess of fifteen (15) working days, only the CSEA may proceed to Disciplinary Arbitration.
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Disciplinary Review Procedure 
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Related to Disciplinary Review Procedure

  • GRIEVANCE PROCEDURE Step 1. In the event an administrator believes there is basis for grievance, he/she shall first discuss the alleged grievance with the appropriate administrator either personally or accompanied by his/her Association representative. Step 2. If, as a result of the informal discussion with the appropriate administrator a grievance still exists, it shall be reduced to writing within five (5) work days after discussion and submitted to the same administrator on the form set forth in Appendix D. Step 3. If the grievance is not resolved in SECTION B, STEP 2, it shall be transmitted within five (5) work days to the Executive Director of Human Resources. The Executive Director of Human Resources shall within five (5) work days schedule a meeting with the grievant and the Association in an effort to resolve the grievance. The Executive Director of Human Resources shall indicate his/her disposition of the grievance in writing within five (5) work days of such meeting, and shall furnish a copy thereof to the grievant, the Association, and the superintendent. Step 4. If the aggrieved administrator or the Association is not satisfied with the disposition of the grievance or if no disposition has been made within five (5) work days of such meeting, the grievance may be transmitted to the Superintendent. Within ten (10) work days, the Superintendent shall investigate the grievance, including holding a meeting which gives the aggrieved administrator and the Association a reasonable opportunity to be heard. The Superintendent shall answer the grievance in writing within ten (10) work days of such meeting. A copy of his/her decision shall be furnished to the administrator involved and the Association. Step 5. If the grievance is not resolved at Section B, Step 4 of the grievance procedure the Association may submit the grievance to the Federal Mediation and Conciliation Service. It is understood that only grievances involving termination of employment (except in the case of termination of services or failure to re-employ any probationary administrator), or grievances not responded to at the Superintendent’s level within the time limits (and not extended by written agreement of the parties) would be subject to arbitration under this grievance procedure. Written notice of the intent to file for arbitration to the Federal Mediation and Conciliation Service shall be delivered to the Superintendent within 20 work days after receipt of the Superintendent’s Answer in Section B, Step 4. The written notice shall identify the provisions of the agreement allegedly violated, shall state the issue(s) involved and the relief requested. If no such notice is given within the 20 work day period, the Superintendent’s answer shall be final and binding on the Association, the employee or employees involved, and the Board of Education. If in the event the administrator elects legal action through the judicial system, arbitration as a means of resolution does not apply.

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