EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION Sample Clauses

EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A). Evaluation - Residents shall receive from the Program Director or designee a formal, written evaluation at least semi-annually and at the completion of the Program. The evaluation shall be reviewed and discussed with the Resident and retained in his/her file. The written evaluation shall be accessible to the Resident electronically. The Program Director may conduct and record more frequent evaluations as needed. (Policy regarding resident evaluation and advancement is available in the Med-Peds Residency Guidelines. See Program Director for Program specific policies.)
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A). Evaluation – Fellows shall receive from the Program Director or designee a written formative evaluation at least semi-annually and a summative evaluation at the completion of the Program. The evaluation shall be reviewed and discussed with the Fellow and retained in his/her file. The written evaluation shall be accessible to the Fellow upon request. The Program Director may conduct and record more frequent evaluations as needed.
Sample 1
EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation – Residents shall receive, from the Program Directors or designee, a formal written evaluation at least semi-annually and at the completion of the Program. The evaluation shall be reviewed and discussed with the Resident and retained in his/her file. The written evaluation shall be accessible to the Resident upon request. The Program Directors may conduct and record more frequent evaluations as needed. (GME policy regarding resident evaluation and advancement is available on the CH’s intranet. See Program Directors for program specific policies.)
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Related to EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that they have been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that they have ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in an attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two.

  • DISCHARGE AND DISCIPLINARY PROCEDURE 8.01 Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or unreasonably, the grievance shall be filed at Step Three (3) of the grievance procedure within five (5) working days.

  • DISCIPLINE AND DISCHARGE CASES 13:01 An employee who is discharged by the Employer shall, as soon as may be practicable thereafter, be given written notice thereof and a copy of such notice shall, within seven (7) working days after such discharge, be forwarded to the President of the Union, which said Notice shall contain the reason for the discharge of the said employee.

  • Notice of Criminal Activity and Disciplinary Actions a. Xxxxxxx shall immediately report in writing to their contract manager when Xxxxxxx has knowledge or any reason to believe that they or any person with ownership or controlling interest in the organization/business, or their agent, employee, contractor or volunteer that is providing services under this Contract has:

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

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