DISCIPLINE AND GRIEVANCE. PROCEDURE
DISCIPLINE AND GRIEVANCE. 13.1 The Employee is subject to the Company’s disciplinary and grievance policies, copies of which can be obtained from Xxxx Xxxxxxx. The disciplinary and grievance policies are not contractual in effect and do not form part of the Employee’s contract of employment.
13.2 The Company may suspend the Employee for a period of up to two weeks for the purposes of carrying out a disciplinary investigation into any allegations that might be raised against him. During such period of suspension the Employee will receive his usual pay and benefits.
DISCIPLINE AND GRIEVANCE a) Should a Musician’s conduct or attendance be in question, a verbal warning must (initially) be given by the Music & Orchestral Services Manager in the presence of the Union representative. Should the misconduct be repeated, a warning in writing shall be issued by the Music & Orchestral Services Manager to the Musician, with a copy to the Union. If these warnings are not heeded any ongoing engagements may then be terminated. A warning will stand for one calendar year, after which time the warning will be withdrawn.
b) In the event of serious misconduct (e.g. being under the influence of drugs or alcohol, or abuse of sickness and accident procedures) the orchestra member will be immediately suspended without payment and a disciplinary meeting convened at which the orchestra member may be accompanied by a Union representative. Any Musician who has a grievance relating to their work as a Musician in the Scottish Ballet orchestra should raise it first with the Music & Orchestral Services Manager or with their Section Principal or, with the leader in the case of a Section Principal. They should try to resolve the matter within one week. If this is not successful a more formal meeting should be arranged within a further week with the Chief Conductor, the Music & Orchestral Services Manager and the Union or the Musician’s own representative in order to achieve a resolution.
DISCIPLINE AND GRIEVANCE. The provision of advice and administrative support on issues relating to alleged misconduct, grievances and when appropriate, poor performance, together with advice on procedural matters. HR will provide telephone advice and attend investigatory meetings to assist the investigating officer, consultation with staff and their representatives and attendance at Disciplinary/Grievance sub committees and appeal hearings should it be required. HR will attend Employment Tribunals. HR will respond to all reasonable requests time wise. Any additional support required by the school will be offered on a pay as you use basis.
DISCIPLINE AND GRIEVANCE. The Employer’s disciplinary rules and procedures and the grievance and appeal procedure in connection with these rules are set out in the “Disciplinary Rules & Procedure guide” which is attached hereto. The disciplinary rules and procedures and the grievance and appeal procedures are non-contractual and do not form part of this contract.
DISCIPLINE AND GRIEVANCE. If an employee believes that the employee has been unjustly treated by the Company or that any of the provisions of this Agreement affecting the employee have not been properly complied with, the employee shall take up the case directly with the immediate Supervisor or Xxxxxxx. If the matter is not resolved by the Supervisor or Xxxxxxx, or if the employ- ee feels the employee has not been able to properly explain or express the employee's difficulties or complaint to the Supervisor or Xxxxxxx, the employee may request the pres- ence of a Xxxxxxx. If the matter is still unresolved, the griev- ance procedure set forth below shall be followed. Step The employee will report the grievance to a Xxxxxxx or Committee member and prepare four copies of a Complaint or Grievance Report. Two copies of the report must be presented to the immediate Supervisor or Xxxxxxx within fifteen (15) calendar days of the alleged violation tak- ing place. Within ten (10) calendar days of presenting the written grievance, a Xxxxxxx or Committee member, together with the employee, will meet with the designated Supervisor of the Department to discuss and, if possible, arrive at a set- tlement. The Supervisor will give a written decision within seven (7) calendar days of such meeting. Step If the grievance is not satisfactorily settled at Step the grievance will be dealt with at a meeting of the Union Grievance Committee and Refinery Management. This meet- ing is to be held within twenty-one (21)calendar days of the decision in Step or such longer time as may be agreed upon. The Refinery Manager or appointed representative will state a decision in writing not later than ten (10) calendar days after meeting with the Committee. At any meeting with Refinery Management, a Local or National Representative of the Communication, Energy and Paperworkers Union may be present. Step Failing a settlement under the above procedure or any difference between the parties arising from the interpre- tation, application, administration or alleged violation of this Agreement, including any question as to whether a matter is arbitrative, such difference or question may be referred to arbitration at the written request of either party. If so, this shall be done within thirty (30) days of receipt of the Step reply. Any difference or grievancearising directly between the parties hereto, may be submitted in writing by either party at Step When either party requests that a grievance be submitted to arbitration a...
DISCIPLINE AND GRIEVANCE. If an employee believes that the employee has been unjustly treated by the Company or that any of the pro- visions of this Agreement affecting the employee have not been properly complied with, the employee shall take up the case directly with the immediate Supervisor or Xxxxxxx. If the matter is not resolved by the Supervisor or Xxxxxxx, or if the employee feels the employee has not been able to properly explain or express the employee’s difficulties or complaint to the Supervisor or Xxxxxxx, the employee may request the presence of a Xxxxxxx. If the matter is still unresolved, the grievance procedure set forth below shall be fol- lowed. Step The employee will report the grievance to a Xxxxxxx or Committee member and prepare four copies of a Complaint or Grievance Report. Two copies of the report must be presented to the immedi- ate Supervisor or Xxxxxxx within fifteen (15) calendar days of the alleged violation taking place. Within ten
DISCIPLINE AND GRIEVANCE. ▪ The Employer’s ability to impose discipline without first affording the Member the right to be heard is removed.
DISCIPLINE AND GRIEVANCE. You must comply with our disciplinary policy and procedure which is available on the intranet. Failure to do so is a serious breach of this Agreement. The disciplinary policy and procedure does not form part of this Agreement nor does it give rise to any contractual rights as between you and the Group. If you are dissatisfied with any disciplinary decision taken against you, you may appeal to the Chairman of the Board of Xxxxx & Nephew plc within 5 working days.
DISCIPLINE AND GRIEVANCE. A copy of the disciplinary rules of the Company for the time being in force can be obtained from the Secretary of the Company.
