Formal Disciplinary Action. The period of time when a written reprimand and/or possible suspension occurs.
Formal Disciplinary Action. 21.2.4 The Superintendent of Schools shall initiate the charges for disciplinary action. The Superintendent shall give the employee written notice of the specific charges against him/her in ordinary and concise language citing the specific acts and omissions upon which the disciplinary action is based, a statement of the cause for the action taken, and if it is claimed that the employee has violated any Board and/or administrative rule or regulation, such rule and or regulation shall be set forth in said notice. The notice shall contain a statement of the employee's right to a hearing on such charges and the time within which such hearing may be requested which shall be not less than five (5) days after service of the notice to the employee. The notice shall contain a card or paper, the signing and filing of which shall constitute a demand for hearing, and a denial of all charges.
Formal Disciplinary Action. (Step 3) A Level 3 Corrective Action Plan may remain active for up to one (1) year as mutually agreed by the parties. However, any such Corrective Action Plans will not be used as evidence in discipline and discharge cases after one (1) year from the date of the incident, provided there is no occurrence of similar nature during this time. An active Level 3 Corrective Action Plan shall not automatically preclude consideration for another position. The hiring supervisor will decide whether to accept the bid, taking into consideration the nature, severity, and relevancy of the infraction.
Formal Disciplinary Action a written Reprimand, a Suspension or a Removal.
Formal Disciplinary Action. The procedure for taking a formal disciplinary action is for the Employer to issue a notice of proposed disciplinary action which will advise the Employee of the infraction or breach of conduct and why the Employer believes the Employee engaged in the misconduct. The notice of proposed disciplinary action will also advise the Employee when, where and how they may submit matters that they want the deciding official to consider before making a final decision on whether to impose discipline. The Employee will be given at least fifteen (15) days to respond, absent exigent circumstances. The Employee may seek the assistance of the Union and to have the Union as a representative.
Formal Disciplinary Action. With the exception of a written letter of reprimand, the procedure for taking a formal disciplinary action is as follows:
Formal Disciplinary Action. In circumstances under which non-disciplinary measures are unsuccessful, or in cases of serious misconduct, formal disciplinary action may be undertaken pursuant to this policy and process. Disciplinary Action is issued to a Resident as the result of Academic Deficiency or Misconduct. A program is not required to issue a Resident any form of non-disciplinary, remedial action as a prerequisite to recommending or taking Disciplinary Action. Serious Academic Deficiencies and/or Misconduct may warrant Disciplinary Action, up to and including dismissal, regardless of whether a Resident ever received or was subject to any prior form of remedial action.
Formal Disciplinary Action. The procedure for taking a formal disciplinary action is for the Employer to issue a notice of proposed disciplinary action which will advise the Employee of the infraction or breach of conduct and why the Employer believes the Employee engaged in the misconduct. The notice of proposed disciplinary action will also advise the Employee when, where and how they may submit matters that they want the deciding official to consider before making a final decision on whether to impose discipline. Under normal circumstances, excepting situations that are contrary to law, rule or government wide regulation (i.e. Crime provision or Furlough), the Employee will be given a reasonable amount of time but not less than 24 hours for non-appealable actions and not less than 7 days for appealable actions to respond. The Employee may seek the assistance of the union and to have the union as a representative.
Formal Disciplinary Action. Formal Discipline is progressive action taken with regard to an employee's work performance or behavior. Disciplinary action includes Step 1 – Verbal Warning, Step 2 - Written Reprimand, Step 3 – Suspensions, Step 4 - Reductions in rank and/or Dismissals. Coaching and counseling’s are not required before formal disciplinary action can commence. Verbal warnings are oral instructions given to an employee to assist the employee in work performance or behavior and shall be documented with copies given to the employee and the union. Steps in the progressive disciplinary process may be skipped and more severe discipline or discharge imposed, depending upon the seriousness and/or repetition of the offense. Disciplinary actions shall be documented and copies shall be given to the employee and the Union.
Formal Disciplinary Action. (Serious Misdemeanour)
