Dismissal Procedure a) Upon receipt of a supervisor’s and/or Vice President’s recommendation to dismiss a unit member, the President shall inform the unit member, in writing, of a time at which the unit member may present to the President or designee, any additional facts, material, or evidence regarding the unit member’s potential dismissal. Failure by the unit member to appear shall constitute a waiver by the unit member of the aforementioned meeting. The employee may be represented by a third party in the meeting, but the time, date, or place of said meeting shall not be postponed or rescheduled because the representative of the unit member is unable to attend unless both the President and the unit member mutually agree to another time, date, and/or place.
b) Within five (5) work days following the scheduled date of the meeting, the President shall provide the unit member a copy of his or her recommendations regarding the dismissal. The five (5) day period may be extended upon agreement between the President and the unit member. A copy of the President’s recommendation shall be forwarded to the unit member by Certified Mail with instructions to “Deliver to Addressee Only, Return Receipt Requested” or by personal delivery, or deposit to the unit member’s last known address. A copy of the President’s recommendation shall also be forwarded to the Chancellor. If the President recommends that the unit member be discharged, the written notice shall inform the unit member that he or she may request a hearing before an advisory committee by submitting a written request to the President within five (5) work days.
c) If the unit member submits a written request for a hearing the President shall refer the proposed dismissal to an advisory committee for a hearing and recommendation as provided for in this Article. If no timely written request of a hearing is received, the President’s recommendation for discharge will stand as the final decision.
Dismissal Procedure. 11.3.1 Dismissal because of unacceptable job performance will be initiated only after a review of the employee’s job performance with their supervisor. The employee will be given suggestions for improving performance and will be given a period of time, determined by the District, in which to improve.
11.3.2 If improvement is not satisfactory, the District may take further action as it deems appropriate. Dismissed employees have the right to a School Board hearing in accordance with current ORS.
Dismissal Procedure. If an employer finds that there are compelling reasons in accordance with Section 14,10, first sentence, to dismiss a shop xxxxxxx elected according to the rules of Sections 14.1 to 14.3, he/she shall notify the Danish Newspapers’ and Media Employers’ Association who can then raise the issue in accordance with the rules for settling industrial disputes. The subsequent mediation hearing shall be held not later than seven calendar days after arrival of the application for mediation, and the industrial proceedings shall generally be expedited as much as possible. When a shop xxxxxxx has been elected in accordance with Sections 14.2 and 14.3, his/her employment in the notice period cannot be disrupted until his/her organization has had the opportunity to try the justification of his dismissal at an industrial hearing. If the industrial proceedings establish that there are compelling reasons for dismissing the shop xxxxxxx, the notice of termination shall be considered as having been presented when the application for mediation was received.
Dismissal Procedure. If an employer finds there are compelling reasons as set out in clause 31.12 to dismiss a shop xxxxxxx elected in accordance with the provisions of clauses 31.1 to 31.3, the employer must contact the Danish Chamber of Commerce – Employers, who can then take up the matter in accordance with the rules on industrial dispute resolution. In such a scenario, a mediation meeting must be held not later than seven calendar days after the request for mediation was received, and industrial dispute resolution must generally be promoted as far as possible. The employment relationship of a shop xxxxxxx normally cannot be discontinued in the notice period until 3F has had an opportunity to review the justification of the dismissal in an industrial dispute procedure. If it is established in connection with the industrial dispute procedure that there are compelling reasons for dismissal, the notice of termination will be considered to have been given at the time of the receipt of the request for mediation.
Dismissal Procedure a. A conference will be held between the immediate supervisor and the employee during which the supervisor will inform the employee, in writing, of the reasons for recommending dismissal.
b. A copy of the recommendation for dismissal will be forwarded to an administrator designated by the Superintendent, who will investigate the charges.
c. The employee will be notified by the investigating administrator of the results of the investigation and the recommendation to be made by the Superintendent to the Board. This notification shall be in writing.
d. If the employee desires to meet with the Superintendent prior to the final action being taken on the dismissal, the classified employee shall, within five (5) days of receiving the written recommendation from the investigating administrator, request a meeting with the Superintendent in writing.
e. The Superintendent or the Superintendent's designee will thereupon meet with the employee and discuss the reasons for their recommendation of dismissal and give the employee an opportunity to explain the employee's position. The Superintendent or the Superintendent's designee, whichever the case may be, shall notify the employee in writing of his/her decision no later than five (5) days following the meeting.
f. The decision of the Superintendent or the Superintendent's designee shall be considered final as to the dismissal of the employee, unless within fifteen (15) days following the receipt of the Superintendent's or the Superintendent's designee's decision, the employee files a written request with the Board for a hearing before the School Board.
g. The hearing before the Board will insure that the employee has the opportunity to be properly represented, to present and examine witnesses, and to present and challenge evidence.
Dismissal Procedure. 1. Dismissal procedures shall insure that the employee has the right of making an appeal to the Superintendent and the Board when terminated.
Dismissal Procedure. 1. An employee, who due to poor job performance, who has received an unsatisfactory evaluation shall be placed on probation for 30 days.
2. Improvement must be apparent and completely acceptable within the thirty-day working period. Failure to satisfactorily perform the job assignment as expected may result in a recommendation for dismissal.
3. An employee, who repeatedly uses all, or exceeds the available amount of annual or accumulated sick leave, based upon an individual case-by-case review, may be subject to progressive discipline consisting of an oral reprimand, a written reprimand, and suspension without pay of one (1) or more days. Based upon the severity of the problem, the initial level of discipline may exceed an oral warning. Continued abuse of sick leave may result in a recommendation for termination.
4. Improvement in the employee’s attendance pattern must be apparent and acceptable within a sixty (60) day working period following the implementation of any disciplinary actions.
5. Dismissal due to poor job performance shall follow the above procedure. It is specifically understood that the Board has the right and responsibility to take any retention in matters other than job performance.
Dismissal Procedure. In cases where the conduct of an employee is considered by the Employer to warrant dismissal, such employee shall, nevertheless, not be dismissed, but shall be suspended until the matter has been investigated by the Union in accordance with Article 9. At the expiration of 7 working days, the suspension shall become a dismissal if a grievance has not been lodged by the Union.
Dismissal Procedure. The In-Country Program Directors, the host institution, or the host family identifies violation of any program rules.
Dismissal Procedure. To terminate a person’s employment , he/she should be informed: that his/her employment is being terminated ▪ of the effective date of termination ▪ of the reasons for the decision (see below) Written notice of termination must always be given by means of a letter to the employee and his/her representative organisation. The letter may be either handed to the employee or sent to the employee at his/her home address by registered mail or personal delivery. Letters should be mailed only if it is impractical to hand it to them personally. The reasons given to the employee must be factual and should be brief. It is not possible to give one reason at the time of dismissal and another reason (or additional reason) at a subsequent date. When leaving the Mission’s premises, dismissed employees should have all remuneration due to them. A “final pay” must be made up promptly and handed to the dismissed employee no later than the effective time and date of dismissal. In cases of instant dismissal, the dismissed employee is entitled only to remuneration earned up to the time of dismissal.
