Employee Discipline/Termination Sample Clauses

Employee Discipline/Termination. 15.1 The employer may, in good faith or for cause, take disciplinary action by written reprimand, suspension, demotion or discharge. The employee shall be provided a letter setting forth the reason(s) for such action at the time such action is taken or shortly thereafter. Employees shall be given the opportunity to read and answer all disciplinary letters or performance evaluations before placement of such material into their personnel file and will be requested to sign such letters. Signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but rather an indication that they have seen and comprehend the gravity of the disciplinary action. A copy of the letter will be provided to the Guild upon authorization by the employee. 15.2 It is agreed by both parties that no entries may be made to an employee’s personnel file from anonymous sources without substantive evidence.
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Employee Discipline/Termination. 1. Just Cause Discipline No Employee of the District shall be disciplined without just cause. Discipline includes but is not limited to, warnings, reprimands, suspensions, and discharge. At the time such action is taken, written notice of the specific grounds forming the basis for disciplinary action will be delivered to the Employee.
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Employee Discipline/Termination. 24.1 It is hereby recognized and agreed that the employer has the right to discipline an employee for reasonable and just cause. 24.2 The employer may use a written warning in lieu of disciplinary action to advise the employee of inappropriate conduct, or of violation of rules. Written warnings shall be placed in the employee's personnel file for a period not to exceed twelve (12) months. An employee may request that the warning letter be reviewed by the Chief of Police after six (6) months for possible removal at that time. 24.3 The employer may take disciplinary action by written reprimand, suspension, demotion, or discharge. Employees shall be given an opportunity to review and comment upon all disciplinary letters or performance evaluations that are placed in their personnel files. The employee shall be requested to sign the disciplinary letter or performance evaluation. Signature thereon shall not be construed as admission of guilt or concurrence with the disciplinary action or performance evaluation, but rather as an indication that the employee has seen and comprehends the nature of the disciplinary action or performance evaluation. 24.4 Copies of all letters of warning or disciplinary action shall be given to the employee at the time the action is taken or shortly thereafter, and notice of such action shall be forwarded to the union. 24.5 An employee suspended without pay may request to forfeit accrued paid days off on a day for a day basis, in lieu of the suspension.
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Employee Discipline/Termination. 29.1 No employee shall be disciplined except for just cause. The Employer may take disciplinary action by written reprimand, suspension, demotion, or discharge. 29.2 Employees shall be given an opportunity to review and comment upon all disciplinary letters or performance evaluations that are placed in their personnel files. Employees shall be requested to sign the disciplinary letter. Signature thereon shall not be construed as an admission of guilt or concurrence with the disciplinary action, but rather as an indication that the employee has seen and comprehends the nature of the disciplinary action. Copies of all disciplinary letters shall be given to the employee at the time the discipline is imposed. Notice of such disciplinary action shall be given to the Guild at the same time. 29.3 An employee suspended without pay may request to forfeit accrued paid days off on a day-for-day basis, in lieu of the suspension. 29.4 Disciplinary investigations shall be conducted in accordance with the department's IA program. Any changes in the IA program shall be developed jointly between the chief of police and the Guild's executive board.
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Employee Discipline/Termination. ‌ 28.1 All disciplinary actions for employees who have successfully completed their new-hire probationary period shall require just cause. During their new-hire probationary period, employees are “at will” employees who may be disciplined or discharged without just cause and without recourse to the grievance procedure. Disciplinary actions taken by the City may include an oral or written reprimand, suspension without pay, demotion, any combination of these, or discharge. The City will, using progressive disciplinary principles, tailor discipline to respond to the nature and severity of the offense and the employee’s prior disciplinary record. 28.2 Employees will be notified in writing by the City that they are the subject of a disciplinary investigation at the time when the City determines that such an investigation is necessary, provided that the City may delay notice where necessary to protect the integrity of the investigation or where notification may present a safety risk. This notice will include a reasonably detailed description of the allegations against the employee who is the subject of the investigation. 28.3 The City will copy the Union on all correspondence that is provided to the employee in connection with a disciplinary process, including any final notice of discipline, unless the employee notifies the City in writing that the employee is requesting the City not to do so.
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Employee Discipline/Termination. Any employee may be suspended or dismissed during the term of this Agreement for just cause.
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Employee Discipline/Termination 
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Related to Employee Discipline/Termination

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice. B) In addition to the twenty-eight (28) calendar day notice, regular employees in positions above the level of general staff nurse shall inform the Employer of their intention to terminate as soon in advance as possible. C) The period of notice as set forth in (A) above must be for time scheduled to be worked and must not include accrued vacation, unless such vacation has been previously scheduled and approved in accordance with Article 45.03 -

  • Employee’s Termination The Employee shall have the right to terminate this Agreement by providing at least days’ notice. If the Employee should terminate this Agreement, he or she shall be entitled to severance, equal to their pay at the time of termination, for a period of .

  • Other Termination of Employment In the event of your voluntary termination (other than a Retirement subject to Section 2(c) or a Qualifying Termination subject to Section 2(f)), or termination by the Company or a subsidiary of the Company for misconduct or other conduct deemed by the Company to be detrimental to the interests of the Company or a subsidiary of the Company, you shall forfeit all unvested RSUs on the date of termination.

  • Compensation Upon Termination of Employment If the Executive’s employment hereunder is terminated, in accordance with the provisions of Article III hereof, and except for any other rights or benefits specifically provided for herein to be effective following the Executive’s period of employment, the Company will provide compensation and benefits to the Executive only as follows:

  • Voluntary Termination of Employment If during the Employment Term, Executive terminates his employment under circumstances other than those specified elsewhere in this Section 8, Executive shall be entitled to the payments and benefits specified in Section 8(a).

  • At-Will Employment; Termination The Company and Executive acknowledge that Executive’s employment is and shall continue to be at-will, as defined under applicable law, and that Executive’s employment with the Company may be terminated by either party at any time for any or no reason, with or without notice. If Executive’s employment terminates for any reason, Executive shall not be entitled to any payments, benefits, damages, awards or compensation other than as provided in this Agreement. Executive’s employment under this Agreement shall be terminated immediately on the death of Executive.

  • Benefits Upon Termination of Employment If the Executive is entitled to benefits pursuant to this Section 2, the Company agrees to pay or provide to the Executive as severance payment, the following: (i) A single lump sum payment, payable in cash within five days of the Termination Date (or if later, the Change of Control Date), equal to the sum of: (A) the accrued portion of any of the Executive's unpaid base salary and vacation through the Termination Date and any unpaid portion of the Executive's bonus for the prior fiscal year; plus (B) a portion of the Executive's bonus for the fiscal year in progress, prorated based upon the number of days elapsed since the commencement of the fiscal year and calculated assuming that 100% of the target under the bonus plan is achieved; plus (C) an amount equal to the Executive's Base Compensation times the Compensation Multiplier. (ii) Continuation, on the same basis as if the Executive continued to be employed by the Company, of Benefits for the Benefit Period commencing on the Termination Date. The Company's obligation hereunder with respect to the foregoing Benefits shall be limited to the extent that the Executive obtains any such benefits pursuant to a subsequent employer's benefit plans, in which case the Company may reduce the coverage of any Benefits it is required to provide the Executive hereunder as long as the aggregate coverages and benefits of the combined benefit plans is no less favorable to the Executive than the Benefits required to be provided hereunder. (iii) Outplacement services to be provided by an outplacement organization of national repute, which shall include the provision of office space and equipment (including telephone and personal computer) but in no event shall the Company be required to provide such services for a value exceeding 17% of the Executive's Base Compensation. (iv) Accelerated vesting of all outstanding stock options and of all previously granted restricted stock awards. (v) Target amounts that would have accrued under the MagneTek Shareholder Return Plan had the applicable period for each such target elapsed, calculated and paid, PRO RATA, for the actual period elapsed.

  • Termination of Employment Period The Agreement Term shall terminate upon the occurrence of any of the following:

  • Employment Termination 12.1 Subject to the terms and conditions of the National Building and Construction Industry Award 2000, it is agreed that it is the company’s prerogative to determine the order of selection of employees for employment or retrenchment subject always to the following: a) All relevant legislation governing unfair dismissal, discrimination, etc. will be observed; b) Voluntary terminations will be encouraged as a first step; c) The seniority of employees – within classifications, experience or skills held – will be considered by the company in selecting employees for retrenchment; d) The Grievance Procedures set out in Clause 9 of this Agreement will apply in the event of any concerns arising regarding retrenchments.

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