EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION Sample Clauses

EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation (1) Physician in Training shall receive from the Program Director, or designee, a formal written evaluation at least annually, but preferably semi-annually, which shall include a review of knowledge, skills, personal growth and development, and attitude. The evaluations shall be filed in the Physician in Training's per­sonnel file, shall be discussed with the Physician in Training, and shall be accessible to the Physician in Training upon request. The Physician in Training shall sign a written acknowledgement that he/she/they received a written evaluation. The Program Director may con­duct and record more frequent evalu­ations on an as-needed basis, in the sole and absolute discretion of the Program Director. (2) A Physician in Training may dispute a written evaluation report by submitting a written response, which shall be filed with the evaluation report.
Sample 1
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation – Residents shall receive from the Program Director or designee a written formative evaluation at least semi-annually and a final summative evaluation at the completion of the Program. Residents in a one year program must receive quarterly evaluations. The evaluation shall be reviewed and discussed with the Resident and retained in their file. The written evaluations shall be accessible to the Resident upon request. The Program Director may conduct and record more frequent evaluations as needed. (B) Advancement – Participation in the Program is contingent upon satisfactory fulfillment of the Program expectations. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Director in conjunction with evaluations from members of the teaching staff. (C) The Program Director shall notify the Resident in writing if they will not be advanced to the next higher level, if the Agreement will not be renewed, or if they will not receive a Certificate of Completion. NCH will use reasonable efforts to provide such notification at least four months prior to the expected date of completion or advancement. Due process is provided in accordance with NCH GME Policies and/or NCH Administrative policies and processes. (D) This Agreement may be terminated by NCH for reasons of unsatisfactory performance or breach of this Agreement by Resident. Grievance Procedures and due process delineated in the NCH GME policies and or NCH Administrative policies
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.) (B) Advancement – Participation in the Program is contingent upon satisfactory performance. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Directors in conjunction with evaluations from members of the teaching staff. (C) The Program Directors shall notify the Resident in writing if he/she will not be advanced to the next higher level, if the Agreement will not be renewed, or if he/she will not receive a Certificate of Completion. Notification should occur at least four months prior to the expected date of completion or advancement whenever possible. Due process is provided according to the process delineated by the CH GME Committee. (See Program Directors for Program specific policies. Resident is not eligible to access any other process.) (D) This Agreement may be terminated by DH and CH for reasons of unsatisfactory performance or breach of this Agreement by the resident. Due process is provided according to the process delineated by the CH GME Committee. Under no circumstance will either party terminate this Agreement without providing the other party an opportunity to discuss and review any dissatisfactions, grievances, or breaches that may exist. (E) This Agreement may be terminated if the Resident by action or inaction commits or allows to occur any action or course of action, which CH and DH reasonably believe involved moral turpitude or is contrary to the interests of patient care or the general welfare of the CH and/or DH, CH and DH may terminate the Resident’s service without prior notice. (F) If either CH or DH loses institutional GME approval during the period of this contract, on the effective date of loss of such approval, the Resident shall have the option to be released from this contract and shall not be prohibited from immediately entering a residency training program at another i...
Sample 1
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.) (B) Advancement - Participation in the Program is contingent upon satisfactory performance. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Director in conjunction with evaluations from members of the teaching staff. (C) The Program Director shall notify the Resident in writing if he/she will not be advanced to the next higher level, if the Agreement will not be renewed, or if he/she will not receive a Certificate of completion. Notification should occur at least four months prior to the expected date of completion or advancement whenever possible. Due process is provided according to the Med-Peds Residency Guidelines. These guidelines ensure that appropriate due process occurs and that there is not duplication of processes between OSU and NCH. (D) This Agreement may be terminated by NCH for reasons of unsatisfactory performance or breach of this Agreement by the resident. (E) Under no circumstance will either party terminate this Agreement without providing the other party an opportunity to discuss and review any dissatisfactions, grievances, or breaches that may exist.
Sample 1

Related to EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that he has 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 he has 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 attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two. 10.02 It is understood that an employee has the right to Union representation by a shop xxxxxxx or other Union Officer when discipline is given. The Employer shall send a copy of any written discipline to the Union. Should the Employer fail to provide a copy of the discipline, the timelines found in Article 9.03 shall be waived. 10.03 All disciplinary notices on an employee's record shall be removed after fifteen (15) months. 10.04 A claim of suspension or discharge may be settled by confirming the Employer's action or by reinstating the employee with full seniority and compensation for lost time, or by any other arrangements as to compensation or reinstatement which is just and equitable in the opinion of the conferring Parties, or in the opinion of the arbitrator. 10.05 It is clearly understood between the Parties that Probationary Employees may be discharged for reasons less serious in nature than employees having attained proper seniority standing. 10.06 An employee shall be granted access to his personnel file on demand at a convenient time and, if the employee wishes, in the presence of a Union Officer or Union Staff Representative.

  • 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: 1. Engaged in any activity that could constitute a criminal offense equal to or greater than a Class A misdemeanor or grounds for disciplinary action by a state or federal regulatory authority; or 2. Been placed on community supervision, received deferred adjudication, or been indicted for or convicted of a criminal offense relating to involvement in any financial matter, federal or state program or felony sex crime. b. Grantee shall not permit any person who engaged, or was alleged to have engaged, in any activity subject to reporting under this section to perform direct client services or have direct contact with clients, unless otherwise directed in writing by the System Agency.

  • DISCIPLINE AND DISCHARGE 13.01 Whenever the Corporation deems it necessary to discipline, suspend or discharge an employee, the Corporation shall advise the employee within fourteen (14) days of becoming aware of the incident, giving written particulars of such censure to the employee with a copy to the President of the Union. 13.02 The Corporation will notify the President/Secretary in writing in all discharge or suspension cases within five (5) working days of the disciplinary action giving the name of the employee concerned and the reason for the discharge or suspension. 13.03 An employee who has completed his probationary period may be dismissed but only for just cause. When an employee is discharged or suspended, he shall be given the reason in the presence of his Xxxxxxx. Such employee and the Union shall be advised promptly in writing by the Corporation of the reason for such discharge or suspension. 13.04 A grievance claiming unjust discharge or suspension shall be submitted in writing to the Director of Human Resources within five (5) days of the date that the Union and the Xxxxxxx have been notified in writing of such discharge or suspension and it shall commence at Step 2 of the grievance procedure. 13.05 Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in his former position without loss of seniority and shall be compensated for all time lost in an amount equal to his normal earnings during the pay period next preceding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the Parties or in the opinion of a Board of Arbitration, if the matter is referred to such a Board. 13.06 Any disciplinary notation or warning in writing shall be removed from an employee's record after a period of eighteen (18) months in which he has not received any disciplinary warning or suspension. The Employer shall provide any disciplinary letter within a reasonable period of time. In the case of any unreasonable delay in issuing such letter, the parties may by strict mutual agreement revise the date of issuance accordingly.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • 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.

  • Complaints and Dispute Resolution 16.1 Where a dispute arises in connection with any aspect of this Agreement, the parties acting with good faith, will use all reasonable endeavours to bring any such issue to the attention of the other party in a timely fashion and in any event within 60 days of any such dispute coming to their attention. 16.2 Notification by one party to the other must be in writing and include the nature of the dispute and the desired resolution. 16.3 If a Supplier wishes to notify ACM of a dispute in connection with this Agreement, any such notification should be made by email to xxxxxxxxxx@xxxxxx.xxx.xx. 16.4 Within seven days of receipt of a notification in accordance with clause 16.2, a party will provide a response in writing including setting out steps it intends to take to resolve the dispute. 16.5 If, after attempting to resolve the dispute for a period of at least 60 days, the parties are not reconciled, they agree to then participate in a mediation to be conducted in accordance with the Code. 16.6 If, after undertaking mediation in accordance with the Code, the parties are still not reconciled, they may then submit to an arbitration to be conducted in accordance with the Code. 16.7 Unless otherwise agreed in writing, the parties shall each bear their own legal costs associated with any mediation and/or arbitration pursuant to this Agreement. 16.8 Nothing in this clause will prevent a party from seeking an injunction.

  • 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.

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