Informal Warning Sample Clauses

Informal Warning. It is expected that most cases will be disposed of by an informal verbal warning without formal written disciplinary action.
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Informal Warning. First offenses which are not extreme cases shall be disposed of by an informal notice to the employee. Such informal notice shall not be recorded in the employee's personnel file.
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Informal Warning. It is expected that most cases will be disposed of by an informal verbal warning without formal disciplinary action. Such verbal warning shall not be recorded in the member’s personnel file.
Sample 1Sample 2Sample 3See All (8)
Informal Warning. The Distributor may be notified either personally or by mass communication and either verbally or in writing that certain conduct is in violation of the Contract.
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Informal Warning. If after investigation the work or conduct of an employee is found to be not of the standard required or if he is found to be in breach of his terms of employment he will be asked to explain or justify this. If the explanation is not acceptable he will be given an informal warning by his immediate supervisor or in his absence some other person of authority in the Company. This warning will be given verbally and the supervisor will make it clear that an informal warning is being administered and that it will be recorded on file. The following list while neither exhaustive nor exclusive is inclusive of the types of misconduct which will normally result in disciplinary action short of dismissal:– (a) careless damage to Company property; (b) careless damage to property not belonging to the Company whilst engaged, or purporting to be engaged on Company business; (c) unauthorised use of property belonging to the Company; (d) unauthorised use of property not belonging to the Company whilst engaged or purporting to be engaged on Company business; (e) unauthorised absence from work; (f) carelessness or negligence in carrying out the duties and responsibilities of the post; (g) refusal to obey reasonable instructions or otherwise fulfil the contracted obligations of the post; (h) abusive or threatening behaviour towards any person whilst engaged or purporting to be engaged on Company business; (i) incapacity to carry out the duties of the post due to intake of alcohol or unprescribed use of drugs; (j) less serious breaches of safety rules; (k) persistent bad timekeeping; (l) persistent and unrelated short-term sickness absences.
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Informal Warning. It is expected that many issues can be disposed of by an informal warning, without further disciplinary action. • Written Reprimand(s). Letters of reprimand may be issued to bargaining unit members for infractions which, in the judgment of the responsible administrator, do not warrant a suspension or termination. • Suspension With Pay.
Sample 1

Related to Informal Warning

  • Verbal Warning An employee who has committed an infraction is verbally warned and told that if the infraction occurs again (within some specified period), the degree of disciplinary action will be increased. Some examples: minor safety policy violations, minor work-site disruptions, poor workmanship issues, attendance (reporting to work late) problems, verbal abuse to Supervisor and co-workers.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • 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 Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Risk Warning 12.1 We are required by law to inform you that trading is risky. There are various factors, such as the international prices volatility, which is very difficult to predict. Due to such volatility, in addition to the spread that we add to all calculations and quotes, no financial contract purchased or other service offered on our Website (whether or not the payout exceeds the premium amount) may be considered as a safe trade. 12.2 Do not enter into transactions or invest funds that are above your financial abilities. Also, certain financial products are not suitable for people without the relevant knowledge and / or experience. This is why we provide you with different options in terms of products and services, depending on your abilities and knowledge. If you would still wish to open an account, we will ask you to acknowledge that you are aware of the financial risks.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

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