Disciplinary Review Procedure Sample Clauses
The Disciplinary Review Procedure clause establishes the formal process for addressing and resolving allegations of misconduct or breaches of policy within an organization. Typically, this clause outlines the steps involved, such as the initiation of an investigation, notification to the concerned individual, the opportunity for the individual to respond, and the final decision-making process by a designated committee or authority. By providing a clear and structured approach to handling disciplinary matters, this clause ensures fairness, transparency, and consistency, thereby protecting both the organization and its members from arbitrary or biased disciplinary actions.
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.
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.
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.
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.
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.
Disciplinary Review Procedure