Employee Suspension Sample Clauses

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.

Employee Suspension. If employees feel that they have been unjustly suspended or discharged, the grievance will be handled starting at Step 3 of the Grievance Procedure.

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal, and at the discretion of the Branch Manager, the employee may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Branch Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the employee • Any other factors the Branch Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However where, as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.

Employee Suspension a) For serious performance related/disciplinary matters, where termination of employment is a possibility, the relevant Executive Leader may approve for the employee to be suspended (with pay) until the performance/disciplinary process is concluded. b) The obligation for Warrigal to suspend an employee with pay only applies for a 26 week period. Should this period lapse, the employee will be suspended without pay. An employee can elect to use paid leave entitlements during this time (for example, annual leave entitlements).

Employee Suspension. 9.7.1 Immediate suspension may be made for reasons specified in Education Code section 44939. 9.7.2 Suspensions made without pay shall not reduce or deprive the unit member of health and welfare benefits.

Employee Suspension. No employee shall be suspended with or without pay except for cause.

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal, and at the discretion of the Branch Manager, the employee may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Branch Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the employee • Any other factors the Branch Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However where, as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period. Classification Abbreviation % Relativity Trades labourer, Jackhammer Operator, Mixer Driver (Concrete), Gantry Hand or Crane Hand Chaser, Cement Gun Operator, Concrete Cutting or Drilling Machine Operator, Concrete Gang including Concrete Floater, Roof Layer, Dump Cart Operator, Concrete Formwork Stripper, Xxxxxx, Stonemason Assistant, Steelfixer (less than 3 months Steelfixing experience) Scaffolder, Powder Monkey, Hoist or Winch Driver, Foundation Shaftsman, Steelfixer, Tack Welder, Concrete Finisher, Demolition Labourer Rigger, Dogman, Demolition Worker, Stonemason Machinist, Group A Operators: Air Compressor Operators, Electric Motor Attendants, all Winch Drivers, Servicepeople, Operators of other cranes up to and including 5 tonnes All tradespersons including Xxxxxxxxx, Joiner, Bricklayer, Tiler, Plasterer, Stonemason, Painter etc, Asbestos Removal Worker Marker-Setter Out, Signwriter, Lettercutter, Group B Operators: Tractor- up to,, but not exceeding 48kw (65hp), Skid Steer Tractor- up to,, but not exceeding 48kw (65hp), Mobile Crane- up to and including 10 tonnes, Floating Crane- up to and including 10 tonnes, Other Cranes- over 5 tonnes and not exceeding 15 tonnes, Road Roller, Mobile Concrete Boom Pump Operator ENTERPRISE BARGAINI...