Grounds for Disciplinary Action Sample Clauses

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

Grounds for Disciplinary Action. The Department will not take disciplinary action against an employee except for just cause as defined below. The Department shall follow the disciplinary procedures set forth below in enforcing any discipline. An employee may appeal any written reprimand, demotion, suspension, or other form of discipline through the grievance procedure of this Agreement which shall be the exclusive remedy for the appeal of disciplinary actions.

Grounds for Disciplinary Action. The City will not take corrective or disciplinary action against an employee except for just cause, as defined below. The City shall follow the disciplinary procedures set forth below in enforcing any discipline. Any such disciplinary action must be initiated within thirty (30) calendar days of the incident. An employee may appeal any written reprimand, demotion, suspension, or other form of discipline through the grievance procedure of this contract, which shall be the exclusive remedy for the appeal of disciplinary actions. Oral reprimands may not be grieved. Written reprimands may be grieved up to and through the Step 3 - City Manager level of the grievance procedure. LVCEA representation shall be allowed at every level of discipline.

Grounds for Disciplinary Action. In addition to matters otherwise chargeable under statute, discipline may be imposed for, but not limited to, the following reasons: Incompetence or inefficiency in the performance of assigned duties. Insubordination, including but not limited to refusal to perform assigned work. Discourteous, offensive or abusive language or conduct toward other employees, students or the public.

Grounds for Disciplinary Action. The imposition of an oral reprimand shall not be subject to the grievance procedure. A teacher may challenge the contents of any written materials in his/her personnel file pursuant to the provisions of M.S. 122A.40, Subd.

Grounds for Disciplinary Action. Any of the following acts of conduct on the part of the employee will constitute special grounds for disciplinary action, by the Chief of Police, or authorized designee in the Chief of Police's absence, or by the City Manager. The listing shall not be considered as all inclusive and may be expanded upon for other violations that conflict with the intent of the aforementioned rules and regulations of the Department. A. Arrested on a felony charge (with right of City to suspend employee with or without pay until charges have been resolved in a court of law). B. Repeated convictions during service of misdemeanor charges, such as speeding, reckless driving or accidents involving injured persons or damage to property or equipment. C. Use of intoxicants or drugs while on duty or under their influence while on duty. Refusal to take any required tests in those cases where reasonable suspicion of intoxication or drug use exists.

Grounds for Disciplinary Action. 1. Incompetence or inefficiency in the performance of the standards of the duties of his/her position. 2. Carelessness or negligence in the performance of duty or in the care or use of public property. 3. Engaging in political activity during assigned hours of employment. 4. Conviction of any crime involving moral turpitude. 5. Willful or persistent violation of the Education Code, Superintendent Policies of the County Office, Administrative Regulations of the County Office, or procedures of the County Office.

Grounds for Disciplinary Action. Grounds for disciplinary action are: (a) unfitness, incompetence or inefficiency in the discharge of the duties of the Applicant’s position; (b) negligence, carelessness or indolence in the discharge of the duties of the Applicant’s position; (c) a contravention of, or failure to comply with, a provision of any of the codes of conduct, or any direction, instruction or order given by, or caused to be issued by, the Commissioner; (d) a contravention of, or failure to comply with, a direction, instruction or order given by any superior officer or any other person who has authority over the Applicant concerned; (e) absence from duty except - (i) upon leave duly granted; or (ii) with reasonable cause; (f) misconduct; (g) a charge in Queensland of a criminal offence, a regulatory offence, or outside Queensland of an offence which, if it had have been committed in Queensland would have been a criminal offence or a regulatory offence; (h) a breach of clause B.1.10 and / or B.1.11 and / or B.1.15 of this Contract. Subject to B.4.8.1 of this contract, the Applicant who, in respect of any alcohol or targeted alcohol testing, returns a positive alcohol test result or who fails to supply a specimen of breath may be subjected to the disciplinary provisions of this contract.

Grounds for Disciplinary Action. Any of the following acts of conduct on the part of the employee will constitute special grounds for disciplinary action, by the Chief of Police, or authorized designee in the Chief of Police's absence, or by the City Manager. The listing shall not be considered as all-inclusive and may be expanded upon for other violations that conflict with the intent of the aforementioned rules and regulations of the City and/or Department. A. Arrested on a felony charge. B. Convictions of misdemeanor charges, or repeated or on-duty speeding, reckless driving or accidents involving injured persons or damage to property or equipment. C. Use of intoxicants or drugs while on duty or under their influence while on duty. Refusal to take any required tests in those cases where reasonable suspicion of intoxication or drug use exists.

Grounds for Disciplinary Action. Grounds for discipline of any employee include but are not limited to the following: a. Incompetency or inefficiency in the performance of duties of his/her position. b. Insubordination including but not limited to refusal to do assigned work. c. Carelessness or negligence in the performance of duty or in the care or use of District property. d. Discourteous, offensive, or abusive conduct or language toward other employees, pupils, the public, or any willful failure of good conduct tending to injure the public service.