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DISCIPLINE LESS THAN DISMISSAL Sample Clauses

DISCIPLINE LESS THAN DISMISSAL. A unit member shall be subject to suspension, reduction in pay step in class, or demotion only in accordance with the provisions indicated in Appendix E. A unit member shall be subject to dismissal only in accordance with the provisions indicated in Appendix E.
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DISCIPLINE LESS THAN DISMISSAL. 23.1 In accordance with the principles of progressive discipline and just cause, the District shall have the right to suspend an employee without pay. 23.2 Progressive discipline means that the level of discipline should be tailored to fit the severity of the infraction. 23.2.1 By way of illustration and not limitation, the elements of progressive discipline include: a. Warning (verbal with a written confirmation). This shall not be placed in the employee’s personnel file except in conjunction with the imposition of future discipline.
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DISCIPLINE LESS THAN DISMISSAL. 17.1 The Superintendent or his/her designees may initiate discipline against a bargaining unit member for cause. Discipline may include suspension of pay or suspension without pay for up to fifteen (15) days. A copy of any notice of discipline shall be sent to the local office of the California Teachers Association and to the president of the Thermalito Teachers Association. 17.2 Prior to any such discipline being imposed, the Superintendent or his/her designee will discuss his/her proposed action and the reasons for the action with the employee, and take into account any response of the employee. 17.3 Within five (5) days after the discipline has been imposed, the employee may file a written appeal. 17.4 If an appeal is filed, it will be heard by the neutral, agreed-upon person whose decision will be binding. If the parties cannot agree upon a person, the State Mediation and Conciliation Service will be notified and a list of arbitrators shall be obtained. Alternate check-off shall be used to select one from the list if the parties cannot agree upon one. 17.5 All aspects of the appropriateness of the discipline imposed shall be within the exclusive jurisdiction of the arbitrator. 17.6 The disciplinary proceedings will be confidential. 17.7 The fees and expenses of the arbitrator and any cost of the hearing (including, but not limited to, court reporter, transcripts and hearing room) shall be shared equally by the District and the Association.
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DISCIPLINE LESS THAN DISMISSAL. Disciplinary action in the form of dismissal shall be in accordance with the appropriate provisions of the Education Code; however, in the case of dismissal during the school year of probationary employees employed after July 1, 1983, and prior to March 15th of their second probationary year, Article XXVI of this Agreement applies. Provisions of this Article do not apply to an employee as a result of activities pursuant to an Association-sanctioned labor dispute between the Association and the District. Discipline less than dismissal for all employees shall be in accordance with the following procedures: A. Employees may be disciplined only for just cause. B. Progressive discipline shall be utilized except for conduct which is of such a nature that it injures or threatens to injure the safety of pupils or other employees, or causes substantial disruption of the educational program. 1. Initially the principal or immediate supervisor shall discuss the employee's acts or omissions with the employee and issue a verbal reprimand if a personal discussion does not result in corrective conduct. 2. If a verbal reprimand does not result in corrective conduct, a written reprimand shall be issued. C. Prior to administering any formal discipline subsequent to the oral and written reprimands, an employee shall be provided notice and an opportunity to meet with the Superintendent or his/her designee. Notice shall include a statement of the incidents or misconduct which form the basis for disciplinary action and a statement of the discipline to be imposed. The employee shall be given seven (7) working days within which to reply, in writing to this notice. The proposed formal discipline shall not be imposed until after the employee's written reply, if any, has been received and given consideration by the administration. D. If suspension without pay is recommended as a disciplinary action, it shall be preceded by at least one (1) written reprimand. Exceptions to this standard may occur where conduct is of such a nature that it injures or threatens to injure the safety of pupils or other employees or causes substantial disruption of the educational program. A suspension without pay may not exceed fifteen (15) working days. E. Any initial suspension of any employee, pending a disciplinary meeting, shall be with pay. F. Any employee may be represented, upon request, at any disciplinary meeting. G. All information regarding any actual or proposed disciplinary action shall be ke...
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DISCIPLINE LESS THAN DISMISSAL. A. The Superintendent or designee may initiate discipline against an employee for cause. Discipline may include suspension of pay or suspension without pay for up to 15 workdays. B. Prior to any such discipline being imposed, the Superintendent or designee will discuss the proposed action and the reasons for the action with the employee, and take into account any response of the employee. C. Within 5 days after the discipline has been imposed, the employee may file a written appeal in the office of the Superintendent. D. If an appeal is filed, it will be heard by a neutral, agreed-upon person whose decision will be binding. If the parties cannot agree upon a person, the State Mediation and Conciliation Service will be notified and a list of arbitrators shall be obtained. Alternate check-off shall be used to select one from the list if the parties cannot agree upon one. E. All aspects of the appropriateness of the discipline imposed shall be within the exclusive jurisdiction of the Arbitrator. F. The disciplinary proceedings will be confidential. G. The District shall pay the fees and costs of the Arbitrator.
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DISCIPLINE LESS THAN DISMISSAL. 3 The Superintendent or his/her designee may initiate discipline against a bargaining unit 4 member for just cause consistent with a progressive disciplinary approach, where appropriate. Discipline 5 may include suspension without pay for up to fifteen (15) work days. A copy of any notice of discipline 6 shall be sent to the local office of the California Teachers Association and to the President of the Perris 7 Secondary Educators Association (“Association”). 8 1. Prior to any such discipline being imposed, the Superintendent or his/her designee will 9 discuss his/her proposed action and the reasons for the action with the employee, and take into account 10 any response of the employee. 11 2. Within seven (7) calendar days of the receipt of the notice of disciplinary action by the 12 employee, the Association may file a written appeal with the Superintendent. 13 3. If a timely appeal is filed, it will be heard by an arbitrator mutually acceptable to the parties. 14 Should they be unable to agree on an arbitrator within fifteen (15) day of the employee’s submission of 15 the appeal to arbitration, the District or the Association shall request the State Mediation and Conciliation 16 Service, or the American Arbitration Association to provide a list of seven (7) arbitrators. The party that 17 requests this list of arbitrators shall pay for the costs incurred in obtaining this list. From this list of 18 arbitrators, the parties shall strike alternately until only one (1) name remains, who shall be the arbitrator.
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DISCIPLINE LESS THAN DISMISSAL. 13.1 This Article was entered into pursuant to Section 3543.2(b) of the Government Code. 13.2 An employee shall not be disciplined without just cause. The term “discipline” specifically does not include negative or adverse evaluations, warnings, directives, and the implementation of other Articles in the Agreement such as the denial of any leave. 13.3 An employee shall not be disciplined without prior notice and an opportunity for a conference upon request of the employee. 13.4 With respect to probationary employees whose probationary period commenced during the 1983-84 fiscal year or any fiscal year thereafter, the following provisions shall apply: 13.4.1 The parties acknowledge that such probationary employees may be dismissed or suspended without pay for a specified period of time in excess of fifteen (15) workdays under Education Code section 44948.3. Nothing in this Article shall be construed to limit such right to dismiss or suspend. Among the reasons that may be deemed sufficient by the District to dismiss or suspend without pay such probationary employees are: 13.4.1.1 Unsatisfactory performance determined pursuant to the Xxxxx Act (Education Code Sections 44660, et seq.); 13.4.1.2 Cause, as defined in Education Code Section 44932. 13.4.2 The District Superintendent shall give thirty (30) calendar days prior written notice of dismissal not later than March 15 in the case of second-year probationary employees. The notice shall include a statement of the reasons for the dismissal or suspension and notice of the opportunity to appeal. In the event of a dismissal or suspension for unsatisfactory performance, a copy of the evaluation conducted pursuant to Education Code Section 44664 shall accompany the written notice. 13.4.3 If the notice of dismissal or suspension is given, the employee shall have fifteen (15) working days from receipt of the notice of dismissal or suspension to submit to the Board of Trustees a written request for a hearing. The failure of an employee to request a hearing within fifteen
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DISCIPLINE LESS THAN DISMISSAL. 14.1 The Superintendent or his/her designee may initiate discipline against a bargaining unit member for cause. Discipline does not include counseling memos or letters of reprimand. Discipline may include, but is not limited to, suspension without pay. Suspension without pay pursuant to this Article shall be for not more than fifteen (15) work days. A copy of any notice of discipline shall be sent to the local office of the California Teachers Association. 14.2 Prior to any such discipline being imposed, the Superintendent or his/her designee will discuss his/her proposed action and the reasons for the action with the employee, and take into account any response of the employee. 14.3 Within five (5) days after notice of the proposed discipline has been mailed to the employee (certified mail, return-receipt requested), the employee may file a written appeal. 14.4 If an appeal is filed, it will be heard by the neutral, agreed-upon person whose decision will be binding. If the parties cannot agree upon a person, the State Mediation and Conciliation Service will be notified and a list of arbitrators shall be obtained. Alternate check-off shall be used to select one from the list if the parties cannot agree upon one. 14.5 All aspects of the appropriateness of the discipline imposed shall be within the exclusive jurisdiction of the arbitrator. The arbitrator may consider the following as guidelines in reaching a decision:
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DISCIPLINE LESS THAN DISMISSAL. 17.1 No unit member shall be disciplined without just cause, due process and utilization of the principles of progressive discipline except where the nature of the offense or the possible consequences of repetition reasonably requires immediate action by the District. 17.2 Discipline for purposes of this article shall mean oral or written reprimands and suspension without pay. The provisions set forth below shall not preclude the District from suspending a unit member with or without pay if such provision exists within the Education Code Sections under which the unit member is charged. 17.3 When a unit member is to be disciplined, oral reprimands will generally precede written reprimands and written reprimands will generally precede suspension without pay. 17.4 Suspension without pay under this procedure shall not exceed fifteen (15) days.
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Related to DISCIPLINE LESS THAN DISMISSAL

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Supported Employment Natural Supports

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • 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.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Reasonable Accommodation for Applicants / Employees with Disabilities The contractor must be familiar with the requirements for and comply with the Americans with Disabilities Act and all rules and regulations established there under. Employers must provide reasonable accommodation in all employment activities unless to do so would cause an undue hardship.

  • Joint Remediation Committee If the Sellers (acting reasonably) determine that the Purchasers have committed a Major Default, then, at the election of the Sellers, within three (3) Business Days of the Sellers providing the Purchasers written notice of such determination, the Sellers and the Purchasers shall establish a joint remediation committee of designated executives from the Sellers and the Purchasers (“Joint Remediation Committee”) consisting of three (3) members of each of the Sellers and the Purchasers. The Joint Remediation Committee shall be responsible for overseeing the development of a mutually agreeable plan in accordance with subsection 3 below to either (i) remediate any breaches giving rise to the Major Default to the extent such breaches can be remediated and/or (ii) prevent similar breaches from recurring in the future (clauses (i) and (ii), a “Corrective Action Plan”). Each member of the Joint Remediation Committee shall have sufficient authority on the part of his or her respective party to make decisions relating to matters reviewed by the Joint Remediation Committee, and shall be approved by the other party (such approval not to be unreasonably delayed, conditioned or withheld). The Joint Remediation Committee shall have access to Purchaser Personnel that are primarily responsible for the area of the business relationship (such as information technology, data security or regulatory) where the breaches giving rise to the Major Default arise (such Purchaser Personnel, collectively, the “Subject Matter Experts”). The Sellers and the Purchasers shall cause their respective members on the Joint Remediation Committee to, and the Purchasers shall cause the Subject Matter Experts to, act in good faith in connection with the development of the Corrective Action Plan.

  • 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.

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

Most Referenced Clauses

Most Referenced Definitions