Initial Disciplinary Step Sample Clauses

Initial Disciplinary Step. The Association and Board acknowledge that appropriate disciplinary sanctions for any employee misconduct shall be determined by the Administration and/or Board based on the repetitive nature of such misconduct and/or the magnitude or severity thereof. The initial disciplinary step shall depend on the severity of the offense.
Sample 1Sample 2
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Initial Disciplinary Step. The Association and Board acknowledge that appropriate disciplinary sanctions for any faculty member misconduct shall be determined by the administration and/or Board based on the repetitive nature of such misconduct and/or the magnitude or severity thereof. The initial disciplinary step shall depend on the severity of the offense. A verbal or written reprimand shall remain in effect for a reasonable period of time, as determined by the Associate Vice President, Human Resources, depending on the severity of the offense. A faculty member may petition the Associate Vice President, Human Resources for removal of documentation of a verbal reprimand or of a written reprimand from such faculty member’s personnel file after a reasonable period of time. Upon receipt of a petition for removal, the Associate Vice President, Human Resources, shall consult with the Vice President, Academic Services and appropriate xxxx to make an informed decision and shall not act arbitrarily or capriciously in the determination to maintain documentation of any verbal or written reprimand. The decision of the Associate Vice President, Human Resources, shall be communicated to the faculty member in writing within 15 workdays after receipt of the petition for removal, and a denial shall include the reason for such denial.
Sample 1Sample 2
Initial Disciplinary Step. The Association and Board acknowledge that appropriate disciplinary sanctions for any faculty member misconduct shall be determined by the Administration and/or Board based on the repetitive nature of such misconduct and/or the magnitude or severity thereof. The initial disciplinary step shall depend on the severity of the offense. A faculty member may petition the Director of Human Resources for the removal of documentation of a verbal reprimand from the administrative file or of a written reprimand from such faculty member's personnel file 45 days after the completion of the timeline indicated in said documentation. Determination to remove the documentation or update the improvement plan with a new review date will be done with review by the Association President and the President or respective designees.
Sample 1

Related to Initial Disciplinary Step

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Effective Date; Termination Section 6.01. The following events are specified as additional conditions to the effectiveness of the Development Credit Agreement within the meaning of Section 12.01

  • Disciplinary Appeals If an employee desires to appeal a disciplinary action, he/she (or the representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or his/her identified representative within ten (10) calendar days of receipt of the Notice of Appeal for the purpose of determining whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine his/her availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources Director or designee will send a letter to the Public Employment Relations Board (PERB) requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is chosen, the parties will contact the arbitrator to schedule a hearing. During the hearing the formal rules of evidence do not apply. The cost of the list of arbitrators and the arbitrator him/herself, shall be split between the City and the Association unless Association is not financially supporting the appeal by providing representation for the employee. Once the arbitrator issues his/her advisory recommendation he/she will submit it to the City Manager as well as both parties’ representatives. The arbitrator shall provide copies to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, both parties’ representatives may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why. Within thirty five (35) calendar days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue and send his/her final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching his/her decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statement (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator. The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.5.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

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