DISCIPLINARYACTION Sample Clauses

DISCIPLINARYACTION. 24.01 An Employee may be suspended or discharged for proper cause by the Company. Proper cause may includel but is not limited to: (a) The refusal by an employee to abide by Safety Regulations; (b) The use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; (c) The refusal by the employee to abide by the requirements of the Company’s clients; (d) The refusal by the employee to abide by the requirements of the Company’s rules, regulations, policies and practices. 24.02 A job Xxxxxxx shall be present for all disciplinary meetings. When a job Xxxxxxx is not available, the Employee may choose another Employee to be present. If the Employee does not choose another Employee, the Company will choose an Employee to be present. 24.03 An Employee will be deemed to have voluntarily quit if he fails to show up for work and fails to notify the Company for four (4) consecutive work days without a justifiable reason.
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DISCIPLINARYACTION. Subject to the terms of this Agreement, the Company shall not for disciplinaryreasons, issue reprimand or warning, suspend, demote, or dismiss an employee except for just and reasonable cause. (a) The employee’s manager, with the concurrence of the employee, will arrange for the Shop Xxxxxxx to be present at a meeting between a representative of the Company and the employee held for the explicit purpose of applying measures referred to in Section When the employee’s Shop Xxxxxxx is not available, the Shop Xxxxxxx may be replaced by another Shop Xxxxxxx or Executive Member any of the Bargaining Units in the immediate location. When the Company deems it necessary to take immediate discipli- naryaction, the Company shall immediately thereafteradvisethe Shop Xxxxxxx of the employee concerned or a Union Executive Member. The Company agrees to provide the employeewith written notification of the imposition of any measure referred to in Section and the reasons for such measure, at the time it is taken or as soon thereafter as possible. In the of dismissal, the matter may be referred directly to Step of the Grievance Procedure as provided for in Article An employeefound to have been unjustly dealt with shall be reinstated with full rights and be reimbursed for any pay or benefit loss while held out of service during investigation of the employee’s case. Terminations of employment other than those referred to in Article shall be classed as dismissals or separations for cause for which no notice or equivalent pay in lieu thereof need be given. The record of measures referred to in Section which were imposed for a breach of be removed after two (2)years, provided there have been no further measures of discipline during such period. The following be the GrievanceProcedureto be used for involving interpretation, application, or violation of this Agreement. Any matter constitutinga valid grievancemust be presented in writing to the appropriatevice-President(Step 5) within (50) days from the date the immediate supervisor renders the decision in Step Time fixedin this Grievance Procedureshallbe extended by mutual agreement between the Company and the Union subject to the right of either party to provide reasonable grounds for its delay.
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DISCIPLINARYACTION. Discharge or Suspension Grievances: A claim by a seniority employee that has been suspended or discharged, without just cause, subject to clause shall commence at Step Two of the Grievance Procedure, provided the grievance is submitted in writing within three (3) working days after the occurs and provided the employee does not elect to have the matter reviewed by the Fairness Committee. Such grievances may be settled by confirming the suspension or discharge, or by reinstating the employee with full compensation, or by any other arrangement which is just and equitable in the opinion of the conferring The Company will issue discipline in a fair and just manner within two (2) working days of making the employee aware that the Company has determined upon completion of any necessary investigation, that the employee has engaged in conduct warranting discipline. Upon written request from an employee to the Company’s Human Resources Manager, the Company will provide such employee with access to appropriate portions of their personnel file. Access will be provided within a reasonable period of time, and should the employee request reproduction of their personal information, copies will be provided at cost. It is understood that the Company will not be obligated to disclose certain information exempt under the Personal Information and Protection of Electronic Documents Act including personal information concerning third parties, confidential commercial information, investigative materials or information protected by legal privilege. The supervisor shall ask an employee if they want a xxxxxxx in attendance whenever an employee is to be given a disciplinary warning or is to be suspended or discharged, or is the subject of a disciplinary investigation.
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DISCIPLINARYACTION. The following procedure will apply when a seniority employee is to be suspended or discharged.
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DISCIPLINARYACTION. Member organisations will ensure contracts of employment and standing orders include reference to the issue of disciplinary action should staff disclose personal information on a basis which cannot be justified on statutory grounds.
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DISCIPLINARYACTION. Disciplinary action means dismissal, demotion or suspension.
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Related to DISCIPLINARYACTION

  • 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 Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

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

  • 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.

  • 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 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.

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

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of CAW Local 555, of the nature of the alleged offence. (b) Following notification of the Unit 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 1 Chairperson with a copy to the President of CAW Local 555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

  • Disciplinary Sanctions Sanctions shall be limited to written reprimand, suspension with pay, suspension without pay, denial of salary increase, temporary reduction of salary and discharge.

  • 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.

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