INFORMAL DISCIPLINE PROCEDURE Sample Clauses

INFORMAL DISCIPLINE PROCEDURE. (a) Should the conduct of a member be the subject of a complaint, they shall be informed in writing of the alleged misconduct relating to the incident and a copy of the “Personnel Documentation Form” stating the allegation will be forwarded to the member’s Division Commander or designate.
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INFORMAL DISCIPLINE PROCEDURE. (a) Should a member be accused of committing a breach of discipline, he/she shall be informed in writing of the allegations relating to the incident and a copy of the personnel documentation stating the allegations will be forwarded to the member's Division Commander or designate.
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INFORMAL DISCIPLINE PROCEDURE. (a) Should a member be accused of committing a breach of discipline, shall be informed in writing of the allegations relating to the incident and a copy of the personnel documentation stating the allegations will be forwarded to the member's Division Commander or designate. The Division Commander or designate, upon receiving the report, will make an appointment with the member concerned. When practicable this appointment will be set during the member's regularly scheduled tour of duty. It will be the responsibility of the Division Commander or designate to advise the President or Administrator of the Association of the allegations, proposed disposition and the date the member will be attending before the Division Commander. The member, when attending the interview, will have the right to be represented by a member of the Association Executive.
Sample 1
INFORMAL DISCIPLINE PROCEDURE. Should a member be accused of committing a breach of discipline, shall be informed in writing of the allegations relating to the incident and a copy of the personnel documentation stating the allegations will be forwarded to the member's Division Commander or designate. The Division Commander or designate, upon receiving the report, will make an appointment with the member concerned. When practicable this appointment will be set during the member's regularly scheduled tour of duty. It will be the responsibility of the Division Commander or designate to advise the President or Administrator of the Association of the allegations, proposed disposition and the date the member will be attending before the Division Commander. The member, when attending the interview, will have the right to be represented by a member of the Association Executive. The Division Commander or designate will review the allegations with the officer and, at that time, the member be advised in writing of the proposed disposition. The member will be allowed up to seventy-two (72) hours to decide whether is in agreement with the proposed disposition and be given an opportunity to respond in writing. Should the member decide to proceed by way of Informal Discipline, the Personnel Documentation will be completed and filed in accordance with Paragraph Should the member decide not to proceed by way of Informal Discipline, this procedure be null and void. It is finally agreed that the following "London Police Personnel Documentation Form" shall be completed each time this procedure adopted. AWARDS AND INFORMAL AWARD CIVILIAN DATE INCIDENT: BATE OF REPORT: INVOLVED POSITION: PAYROLL NO.: PERSON REPORTING: POSITION: PAYROLL NO.: Particulars: Results of Interview: Final Disposition: SCHEDULE PART CADETS CADET AWARDS & INFORMAL DISCIPLINE PROCEDURE It is agreed that the following Awards and Informal Discipline Procedure shall commence February AWARDS In recognition of a member's complimentary performance, a Division Commander may award the member in such a manner as they see fit in accordance with this policy.
Sample 1
INFORMAL DISCIPLINE PROCEDURE. Should a member be accused of committing a breach of discipline, shall be informed in writing of the allegations relating to the incident and a copy of the personnel documentation stating the allegations will be forwarded to the member's Division Commander or designate. The Division Commander or designate, upon the report, will make an appointment with the member concerned. When practicable this appointment be set during the member's regularly scheduled tour of duty. If will be the responsibility of the Division Commander or designate to advise the President or Administrator of the Association of the allegations, proposed disposition and the date the member will be attending before the Division Commander. The member, when attending the interview, will have the right to be represented by a member of the Association Executive. The Division Commander or designate will review the allegations with the officer and at that time, the member will be advised in writing of the proposed disposition. The member will be allowed up to hours to decide whether is in agreement with the proposed disposition and be given an opportunity to respond in writing. Should the member decide to proceed by way of Informal Discipline, the Personnel Documentation will be completed and filed in accordance with Paragraph Should the member decide not to proceed by way of Informal Discipline, this procedure will be null and void. it finally agreed that the following "London Police Personnel Documentation Form" shall be completed each time this procedure is adopted. Q
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Related to INFORMAL DISCIPLINE PROCEDURE

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • Informal Dispute Resolution Prior to the initiation of formal dispute resolution procedures, the Parties shall first attempt to resolve their Dispute informally, in a timely and cost-effective manner, as follows:

  • Informal Dispute Resolution Process 1. In the event there is a dispute under this Centralized Contract, the Contractor, OGS and Authorized User agree to exercise their best efforts to resolve the dispute as soon as possible. The Contractor, OGS and Authorized User shall, without delay, continue to perform their respective obligations under this Centralized Contract which are not affected by the dispute. Primary responsibility for resolving any dispute arising under this Centralized Contract shall rest with the Authorized User’s Contractor Coordinators and the Contractor’s Account Executive and the State & Local Government Regional General Manager.

  • Formal Discipline Formal disciplinary actions shall be administered for just cause and include written reprimands, suspension without pay, reduction in salary, demotion to a lower job class, or dismissal.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

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