General disciplinary matters Sample Clauses

General disciplinary matters. 9.1 As a member of BU’s community, you must conduct yourself with regard for our good name and reputation. We will normally consider giving advice and guidance to improve conduct and behaviour before taking action under the Student Disciplinary Procedure. Minor disciplinary issues will normally result in an informal oral or written warning. For more information, see the Student Disciplinary Procedure (xxx.xxxxxxxxxxx.xx.xx/xxxxxxxxx-xxxxxxxxxxx, under Conduct and Welfare). 9.2 Anyone involved in disciplinary procedures can be supported or represented by a third party (but not normally a legal advisor) at each stage: see the Third Party Involvement: Procedure for more information (xxx.xxxxxxxxxxx.xx.xx/xxxxxxxxx-xxxxxxxxxxx, under Complaints). You can also contact SUBU Advice (+00 (0)0000 000000 or email xxxxxxxxxx@xxxxxxxxxxx.xx.xx). 9.3 The Student Disciplinary Procedure applies to misconduct, which is essentially improper interference with the functioning or activities of BU, or of those who work or study at BU, or action that otherwise damages BU or its reputation. We will normally report any suspected criminal offence to the police. Examples of misconduct include: • violent, indecent, disorderly, threatening, intimidating or offensive behaviour or language; • sexual, racial or other harassment; • fraud, deceit, deception or dishonesty; • theft, misuse of, or damage to property, or unauthorised use of BU’s buildings; • failure to respect the rights of others to freedom of belief and freedom of speech; • disruption of BU’s activities or obstruction of, or interference with, the activities of others; • actions likely to cause injury or impair safety at BU; • breach of this student agreement or the provisions of any BU rule, regulation, policy, procedure or code of practice; and • repeated or aggravated academic offences.
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General disciplinary matters. 3.6.1 As a member of the College’s community, you must conduct yourself with regard with the expectations of the HE Student Charter. We normally provide advice and guidance to improve conduct and behaviour before taking action under the Student Disciplinary Procedure. Minor disciplinary issues will normally result in an informal oral or written warning. For more information, see the Student Disciplinary Procedure or refer to your Course Handbook on Teams. The Deputy Principal is responsible for student discipline at UCKM but may appoint a representative to act on their behalf. 3.6.2 Anyone involved in disciplinary procedures can be supported or represented by a third party (but not normally a legal adviser) at each stage. 3.6.3 The Student Disciplinary Procedure does not normally apply to some matters, for example: • Academic failure (see paragraph 4.1of this Student Agreement) • Academic misconduct (see paragraphs 4.2 of this Student Agreement). 3.6.4 The Student Disciplinary Procedure applies to general, rather than academic misconduct, which is essentially improper interference with the functioning or activities of UCKM, or of those who work or study at the College, or action that otherwise damages UCKM, the wider College community or its reputation. Examples of misconduct include but are not limited to: • Violent, indecent, disorderly, threatening, intimidating or offensive behaviour or language • Sexual, racial or other harassment • Fraud, deceit, deception or dishonesty • Theft, misuse of, or damage to property, or unauthorised use of UCKM’s buildings • Failure to respect the rights of others to freedom of belief and freedom of speech • Disruption of The College’s activities or obstruction of, or interference with, the activities of others • Actions likely to cause injury or impair safety at the College estate and campus • Breach of this student agreement or the provisions of any UCKM rule, regulation, policy, procedure or code of practice 3.6.5 We will consider reporting any suspected criminal offence to the police, taking into account the nature of the suspected offence and the wishes of affected individuals. We will disclose to the Disclosure & Barring Service any information which is relevant to its function of protecting children and vulnerable adults.
Sample 1

Related to General disciplinary matters

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Disciplinary Measures 16.01 Any disciplinary measure must be the subject of a written notice addressed to the Employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the Employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the Employee's personnel file. 16.02 Except in the case of the discharge of Employees serving a probationary period, for any Employee who is discharged, suspended, or given a written warning, the Union may submit her/his case to the grievance procedure and if necessary to arbitration. 16.03 In all cases of disciplinary measures, the University has the burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure or render any other decision that she/he judges equitable under the circumstances. 16.04 In the event that a University representative finds it necessary to summon an Employee for disciplinary reasons (written warning, suspension, or dismissal) the Employee has the right to be accompanied by a Union representative. 16.05 A suspension does not interrupt the continuous service of an Employee. 16.06 No disciplinary measure may be imposed later than fifteen (15) days after the incident which gave rise to it or of the University having become aware of it. 16.07 No confession signed by an Employee may be used against her/him during arbitration unless it is a question: ⮚ of a confession signed in the presence of a union delegate; ⮚ of a confession signed in the absence of a union delegate but not denounced by the Employee in writing, within seven (7) days of its being signed. The University will forward a copy of the confession to the Union as soon as it is received.

  • Disciplinary Sanctions The Company shall not be required to engage in the three-step dispute resolution process prior to imposing disciplinary sanctions for violation of the Agreement.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and xxxxxxx. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and xxxxxxx. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

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