Discipline for Major Violations Sample Clauses

Discipline for Major Violations. 1. The Department shall provide to counsel for an accused employee a copy of the PIB case book material at least 30 days before the trial board proceeding begins, unless a shorter period is mutually agreed upon by the Department and counsel. The PIB case book material excludes information that discloses an investigative technique, the identity of confidential sources, and recommendations as to charges, disposition or punishment.
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Discipline for Major Violations a. Unless otherwise mutually agreed, the Department shall provide to counsel for an accused employee, a copy of the IAD casebook material not less than forty-five (45) days prior to the employee’s Departmental Hearing Board at no cost. The same material should be provided in a timely manner to a bargaining unit employee or his counsel on request, whenever the Department offers punishment.
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Related to Discipline for Major Violations

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • PROCEDURE FOR GRIEVANCES AFFECTING A GROUP OF EMPLOYEES The Union may elect to file a grievance on behalf of two or more employees. The facts and issues of the grievance must be the same.

  • Disciplinary Sanctions The Company shall not be required to engage in the three-step dispute resolution process prior to imposing disciplinary sanctions for violation of the Agreement.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Cause for Discipline An employee may be disciplined, suspended or discharged, but only for just cause by the Employer.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

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