Discipline Sample Clauses
Discipline. Disciplinary grievances will be initiated at the level at which the disputed action was taken.
Discipline. 13.1 The school has absolute discretion to determine when student conduct warrants disciplinary action to be taken. The school may apply disciplinary measures that it deems appropriate in accordance with the school’s policies and procedures, which may include: • withdrawal of privileges • detention at such times as the principal may deem appropriate • requiring the student to undertake additional school work during or after normal school hours • suspension • expulsion • such other consequences as the school considers reasonable and appropriate.
13.2 Any serious failure by the student to comply with the school’s policies and procedures may affect the student’s enrolment at the school. The student may be suspended from attending the school, their enrolment may be terminated and/or the school may charge or retain all or part of the fees, levies, or charges for that term.
Discipline. 10.1 The Employer will discipline employees for just cause only. Discipline will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
Discipline. 28.01 In the event that the Employer deems disciplinary action necessary, the Employer will first contact the Union Representative and advise them of the meeting that will take place. The Union Representative will choose to attend the meeting or ask a Shop Xxxxxxx to attend on their behalf. In some cases, both the Union Representative and the Shop Xxxxxxx may be in attendance at the meeting.
28.02 In order for disciplinary action or discharge to be valid, the Shop Xxxxxxx or Union Representative, shall be present when an employee of the bargaining unit:
(a) is given a discipline which is to be entered on the employee’s personnel file;
(b) is suspended or discharged. In unusual circumstances where it is necessary for the Employer to advise the employee by mail of discharge, the Union office will be faxed or emailed a copy of such notice. All discipline must be given within a reasonable period of time.
28.03 All disciplinary meetings will be held in private. Employees will be given a copy of such discipline which is to be extended on the employee’s personnel file at the time of the disciplinary meeting. It is understood that the employees’ signature on a disciplinary notice indicates receipt of the notice only. If the Employer is unable to contact the employee directly, a registered letter sent to the employee’s last known address will suffice.
28.04 In order for a disciplinary action or discharge to be valid, a copy must be provided to the member in writing, and faxed or emailed to the Union office within one (1) working day.
28.05 The Employer agrees that disciplinary notices shall be removed from the employee’s personnel file after eighteen (18) months, unless there were same or similar issues within the eighteen (18) month period or unless the discipline was for harassment under Appendix “C” of this Collective Agreement. Said disciplinary notices cannot be used against the employee at a later date. This time period of eighteen (18) months shall not include periods of layoff or periods of leaves of absence without pay.
Discipline. The CONTRACTOR shall enforce strict discipline and good order among the CONTRACTOR’s and Subcontractor’s employees, and other persons carrying out the Contract. The CONTRACTOR shall not permit employment of unfit persons or persons not skilled in tasks assigned to them. As used in this subsection, “unfit” includes any person who the District concludes is improperly skilled for the task assigned to that person, who fails to comply with the requirements of this article, or who creates safety hazards which jeopardize other persons and/or property.
Discipline. A. The terms of this Article shall apply to permanent career service employees and probationary employees disciplined during their working test period. Unclassified and provisional employees shall only be covered where such is specifically provided.
B. Discipline of an employee shall be imposed only for just cause. Discipline under this Article means official written reprimand, fine, suspension without pay, record suspensions, reduction in grade or dismissal from service, based upon the personal conduct or performance of the involved employee. Dismissal from service or reduction in grade based upon a layoff or other operational judgment of the State shall not be construed to be discipline. Suspensions may take the form of a suspension without pay, record suspension, or a combination of a suspension without pay or a record suspension. A record suspension is defined pursuant to N.J.A.C. 4A:1-1.3 and 4A:2- 2.4(e). Record Suspensions will have the same weight as a suspension without pay for purposes of progressive discipline.
C. Just cause for discipline up to and including dismissal from service shall include those causes set forth in N.J.A.C. 4A:2-2.3. This list of causes set forth in N.J.A.C. 4A:2-2.3 is not exclusive and discipline up to and including dismissal from service may be made for any other combination of circumstances amounting to just cause.
D. The burden of proof in disciplinary procedures shall be upon the State, except as otherwise provided. At the beginning of the hearing, the Hearing Officer will state on the record that Management has the burden of proving just cause for the imposition of discipline, except as provided in Section K, below. There must be sufficient non- hearsay evidence in the record to establish the facts upon which management relies in meeting its burden. Management shall provide to the Union all evidence it will present in a departmental hearing, to the extent known, no later than ten (10) days after an appeal is filed of a Preliminary Notice of Discipline. The State may supplement its initial production of documents.
E. Where an appointing authority or his designee imposes or intends to impose discipline pursuant to paragraph C. above, written notice of such discipline shall be given to the employee. Such notice shall contain a specification of the nature of the charge, a general description of the alleged acts and/or conduct upon which the charge is based and the nature of the discipline.
F. 1. The name of any employee...
Discipline. 11.1 The Parties agree that the purpose of discipline is correction. Its primary purpose is to ensure employees perform their duties in a manner that does not interfere with the Corporation's right to conduct its business or rights of other employees. It is agreed the Parties will deal promptly with matters of discipline.
11.1.1 Discipline is any action taken by the Corporation concerning an employee's work or conduct, which may be detrimental to the employee's position within the Corporation. Disciplinary measures taken against employees shall be for just and sufficient cause. It is understood that all measures of discipline will be contained in the employee's Status and Pay file.
11.2 The following outlines the process that must be followed when the Corporation decides discipline is to be imposed.
11.2.1 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting. The Union shall be provided with a copy of the notice in advance. This notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have a Union representative from the location attend. The unavailability of a Union representative will not delay the meeting for more than five (5) business days from the date of notification to the employee. A Union representative may attend any discipline hearing/meeting at their location.
11.2.2 At the meeting there shall be a full discussion between the employee, the employee's supervisor and/or other designated management representative and the Union representative.
11.2.3 Following this meeting, any disciplinary action that is taken shall be communicated to the employee in writing, outlining all the pertinent details and reason(s) for imposing discipline. Such written notice must be sent to the employee within twenty (20) business days of the discussion. A copy will be sent to the local Union representative.
11.2.4 If the twenty (20) day time limit referenced above cannot be met, it may be extended by a further ten (10) days provided the employee and the national office of the Union have been notified in writing of the reason for the delay and extension.
11.2.5 If this procedure is not followed, such discipline shall not become part of the employee's record or be used against him/her at any time.
Discipline. 13.1 The School has absolute discretion to determine when student conduct warrants disciplinary action to be taken by the School and that the School may apply disciplinary measures that the School deems appropriate in accordance with the School’s Policies and Procedures, and which may include:
a) withdrawal of privileges;
b) detention at such times as the Principal may deem appropriate;
c) requiring the student to undertake additional school work during or after normal school hours;
d) suspension;
e) expulsion; and
f) such other consequences as the School considers reasonable and appropriate.
13.2 Any serious failure by the student to comply with the School’s Policies and Procedures may affect the student’s enrolment at the School, and that as a result, the student may be suspended from attending the School, their enrolment may be terminated and/or the School may charge or retain all or part of the fees, levies or charges for that term.
Discipline. A. No bargaining unit employee shall be disciplined without just cause. Employee will be provided information on the specific allegation(s) in everyday language prior to disciplinary action. The employee may appeal disciplinary actions through the grievance procedure contained in this Agreement. Discharges and terminations may be appealed pursuant to state law. A bargaining unit employee may request Association representation at any meeting with the District that may lead to disciplinary action. The meeting shall not proceed without the Association representative if one has been requested. However, the unavailability of the Association representative shall not delay the meeting for more than forty-eight (48) hours. The District may have a witness or representative present. Disciplinary actions will be discussed in private with the employee and not in the presence of other employees, students, parents, members of the public, or at public gatherings. This does not prohibit the District from addressing concerns or conduct with the employee at the time of the incident.
B. The District may place an employee on administrative leave with pay during an investigation. The employee will be notified in writing that he/she is being placed on administrative leave with pay as soon as practicable. During administrative leave with pay the employee shall remain available and able to report to the District during the employee's normal duty hours. The employee will be notified in writing of the outcome of the investigation. Once the investigation is completed, if the District is contemplating disciplinary action, the employee will be given an opportunity to respond to the alleged charges.
C. The principles of progressive discipline will be utilized by the District. The severity and frequency of an employee's misconduct, infraction(s), violation(s), or job performance will determine the level of progressive discipline. The District promotes the three levels of written documentation regarding most misconduct, infraction(s), or violation(s): step one, a letter of Concern; step two, an Administrative Directive; and step three, a Letter of Reprimand. Written notification of possible disciplinary action will remain at the facility level, except for Letters of Reprimand, which will be sent to Human Resources to be filed in the employee's personnel file. Some instances of infractions may be cause for immediate reprimand, suspension, or termination/discharge due to the severity of th...
Discipline. The intern shall be subject to the applicable internal disciplinary and regulatory terms, of which he shall be made aware prior to the start of the internship, particularly in regard to schedules and to the health and safety regulations in effect at the host organization. Disciplinary sanctions may only be imposed by decision of the educational institution. In such case, the host organization shall inform the academic advisor and the institution of the non-compliance and shall provide any supporting evidence. In case of a particularly serious breach of discipline, the host organization reserves the right to terminate the internship, while respecting the provisions set forth in article 9 of this agreement.