Disciplinary suspension. (1) This subsection does not apply to suspensions pending charges for removal.
Disciplinary suspension. 180 Sick leave is credited at the end of each month and may accumulate to a maximum of 1,200 hours. -181 Sick leave with pay may be used for the following reasons:
Disciplinary suspension. Accrued vacation time cannot be used during a time of disciplinary suspension without pay.
Disciplinary suspension. If an allegation of misconduct is made against you or criminal proceedings are taken against you, we may suspend you whilst we carry out an investigation or criminal proceedings are completed. We will normally give you an opportunity to comment before suspending you. In urgent cases, particularly if we believe that there is a risk to the safety of others, we may suspend you immediately. We will write to you about the terms of the suspension and the reasons for it. We will review your suspension after 20 working days or if the circumstances change. If you are suspended, you can appeal (see paragraph 18.13). See paragraph 28 (Financial arrangements on withdrawal, suspension or other interruption) for more information about fees, refunds and access to funding if you are suspended.
Disciplinary suspension. A. Discipline (disciplinary action) is defined as suspension without pay not to exceed fifteen (15) workdays. No discipline shall be imposed without just cause and due process.
Disciplinary suspension. Suspension without pay may be effected for just cause. The employee and the Union must be given notice of the suspension and the reasons for it in writing. The days of suspension shall be included.
Disciplinary suspension. An employee will not be eligible for overtime during any period of disciplinary suspension without pay unless otherwise determined through the grievance procedure.
Disciplinary suspension. 14 15 In any case where the recommended disciplinary action is a suspension without pay, a 16 Xxxxxx conference will be offered to the employee within 10 working days.
Disciplinary suspension. The Supervisor(s) imposing the disciplinary suspension will meet with the Employee and give the Employee a written memorandum outlining the details of the suspension, including without limitation, the reasons for and duration of the suspension. During this meeting, the Employee will be given an opportunity to respond to the reason(s) for his/her suspension. The duration of the suspension shall be determined in the sole discretion of the Executive Director. Unpaid suspension of non-exempt Employees will be based on daily increments. To the extent permitted by law, unpaid suspensions of exempt Employees will be based on weekly increments except in instances of infractions of workplace conduct rules. Unpaid suspensions of exempt Employees for infractions of workplace conduct rules may be based on daily increments. The Employee is required to sign the written notice of his/her suspension indicating receipt and understanding of the reason(s) provided in the suspension memorandum. The Employee will also be given an opportunity to provide written comments on the notice. If the Employee refuses to sign, another Supervisor will be asked to witness the refusal. A copy of the notice will be placed in the Employee’s personnel file. Employees may use accrued compensatory, vacation, or personal leave during an unpaid suspension; however, the Park District will not advance any leave to a suspended Employee.
Disciplinary suspension. The Employer may impose a disciplinary suspension for any period up to a maximum of five working days. Disciplinary suspensions of a longer duration will be allowed after notice and opportunity for discussion with the Bargaining Agent and the employee(s) or when a complete investigation takes longer than five days. If during the investigation no wrongdoing is found, the employee will be reinstated with back pay. Such disciplinary suspension shall not constitute a waiver of the right to discharge and is subject to the grievance procedure.
