Initiation of Discipline Sample Clauses

Initiation of Discipline. 210. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by the TSP; (6) EEO matters;
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs
Initiation of Discipline. The Employer shall initiate disciplinary action as soon as reasonably possible after the Employer becomes aware of the conduct giving rise to the discipline and has had a reasonable opportunity to investigate, if necessary. In the event Section 8.1 disciplinary action is considered, the Employer shall take the following steps: A. Inform the employee that disciplinary action is being contemplated, briefly explaining the reason for the discipline. B. Set the time and place for a disciplinary meeting. C. Advise the employee that a Union representative may be present at the disciplinary meeting.
Sample 1Sample 2See All (4)
Initiation of Discipline. ‌ 210. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by the TSP; (6) EEO matters; (7) investigations conducted by non- SFMTA personnel; (8) any other case in which SFMTA and the Transport Workers Union Local 250- A mutually agree.
Sample 1Sample 2See All (4)
Initiation of Discipline. Any document the employer intends to use as the basis of the employee’s discipline must be provided to the employee before such discipline may be invoked. Information contained in such documents that invoke reasonable privacy concerns may be redacted or withheld.
Sample 1Sample 2
Initiation of Discipline. 210.211. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by Transport Workers Union, Local 250-A (9163) and Municipal Transportation Agency July 1, 20114 – June 30, 20174 the TSP; (6) EEO matters; (7) investigations conducted by non-SFMTA personnel; (8) any other case in which SFMTA and the Union Transport Workers Union Local 250-A mutually agree.
Sample 1Sample 2
Initiation of Discipline. No action to impose discipline against an employee shall be initiated more than thirty (30) days from the date the employer knows of the conduct after diligent and timely investigation except for conduct which would constitute the commission of a crime. Initiation of discipline for the purposes of this provision is the date of the charging letter or notice.
Sample 1
Initiation of Discipline. Should the Company fail to initiate discipline within fourteen (14) working days from the date that the alleged offence took place, the Company will have waived their right to do so. However, in the event an employee goes on vacation, sick leave, WCB or LOA within the fourteen (14) day time limit will begin on the date the employee returns to work.
Sample 1
AutoNDA by SimpleDocs
Initiation of Discipline i. The discipline request must be addressed to the Sheriff or his/her designee. The discipline request must include the following information and/or allegations: (a) the policy, procedure, order, or other standard alleged to be violated, (b) a specific description of the alleged violation, and (c) the disciplinary action(s) recommended or requested. ii. When the Sheriff or his/her designee directly initiates disciplinary action, s/he shall prepare a statement which includes the following information and/or allegations: (a) the policy, procedure, order or other standard alleged to be violated, (b) a specific description of the alleged violation, and (c) the disciplinary action proposed. iii. A copy of the notice of proposed discipline shall be delivered to the employee, together with a notice that the employee has seven (7) working days from receipt of the notice to file a request for a pre- disciplinary hearing with the Sheriff or his/her designee. iv. The employee may be assisted and/or represented by any person of the employee’s choosing at any step of these procedures.
Sample 1

Related to Initiation of Discipline

  • Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations: a) The Owner must not discriminate against any person because of race, color, religion, sex, national origin, age, familial status, or disability in connection with this Contract. Eligibility for HUD’s programs, including this Program, must be made without regard to actual or perceived sexual orientation, gender identity, or marital status; and b) The Owner must cooperate with the Program Administrator and HUD in conducting any equal opportunity compliance reviews and complaint investigations in connection with this Contract; and c) The Owner must comply with the Violence Against Women Act, as amended, and HUD’s implementing regulation at 24 CFR part 5, Subpart L, and HOME Program regulations.

  • Arbitration of Disputes Any controversy or claim arising out of or relating to this Agreement or the breach thereof or otherwise arising out of the Executive’s employment or the termination of that employment (including, without limitation, any claims of unlawful employment discrimination whether based on age or otherwise) shall, to the fullest extent permitted by law, be settled by arbitration in any forum and form agreed upon by the parties or, in the absence of such an agreement, under the auspices of the American Arbitration Association (“AAA”) in Boston, Massachusetts in accordance with the Employment Dispute Resolution Rules of the AAA, including, but not limited to, the rules and procedures applicable to the selection of arbitrators. In the event that any person or entity other than the Executive or the Company may be a party with regard to any such controversy or claim, such controversy or claim shall be submitted to arbitration subject to such other person or entity’s agreement. Judgment upon the award rendered by the arbitrator may be entered in any court having jurisdiction thereof. This Section 8 shall be specifically enforceable. Notwithstanding the foregoing, this Section 8 shall not preclude either party from pursuing a court action for the sole purpose of obtaining a temporary restraining order or a preliminary injunction in circumstances in which such relief is appropriate; provided that any other relief shall be pursued through an arbitration proceeding pursuant to this Section 8.

  • Determination of Disputes Any dispute arising under this Section 2.6 shall be resolved pursuant to the dispute resolution procedures of Article 7.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!