Limits on Suspensions, Demotions or Dismissals Sample Clauses

Limits on Suspensions, Demotions or Dismissals. The City agrees that, where appropriate, it will apply a policy of progressive and corrective discipline, with the progressive steps as follows: oral reprimand; written reprimand; suspension; demotion; or dismissal. No Employee shall be suspended, demoted or dismissed from duty without first being afforded the opportunity for a pre-disciplinary conference before the City Manager or his designee as provided below, except where it is necessary to immediately place employee on paid administrative leave due to gross misconduct. Gross Misconduct – Defined as those infractions that are of a very serious or possibly a criminal nature and/or which cause a critical disruption to the City of Napoleon in terms of decreased productivity, efficiency and/or morale. These types of infractions, if left undisciplined by proper authority, may have a long lasting and serious adverse impact on the City of Napoleon’s operations. When an Employee has been relieved without a pre-disciplinary conference, the Employee shall be afforded a pre-disciplinary conference within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The Employee's pay status for the days which he was on paid administrative leave shall be determined at the pre- disciplinary conference.
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Limits on Suspensions, Demotions or Dismissals. No employee shall be suspended, demoted or dismissed from duty without first being afforded the opportunity for a hearing before the City Manager or his designee as provided in Section 11.2, except where it is necessary to immediately relieve the employee from duty due to misconduct affecting the safety or welfare of the other employees, and/or the City/community-at-large. When an employee has been relieved without a hearing, the employee shall be afforded a hearing within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The employee's pay status for the days which he was relieved from duty shall be determined at the hearing.
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Limits on Suspensions, Demotions or Dismissals. ‌ The provisions of this Article apply to employees who have completed their probationary period. No employee shall be suspended, demoted in pay or position, or dismissed from duty without first being afforded the opportunity for a meeting before the Mayor or his/her designee as provided, except where it is necessary to immediately relieve the employee from duty due to gross misconduct affecting the safety or welfare of other employees and/or the City/community at large. When an employee has been relieved from duty without a meeting, the employee shall be afforded a meeting within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The employee's pay status for the days, which he/she was relieved from duty, shall be determined at the meeting. Nothing in this Article shall prohibit the City from placing an employee on administrative leave with pay pending the outcome of an investigation.
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Related to Limits on Suspensions, Demotions or Dismissals

  • Dismissal or Suspension Grievances (a) In the case of a dispute arising from an employee’s dismissal, the grievance may be filed directly at Step 3, within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Dismissal and Suspension (a) The Employer may dismiss or suspend for just cause any employee who has completed their probationary period. Notice of dismissal or suspension will be in writing and will set forth the reasons for dismissal or suspension and an employee will have the right to have a xxxxxxx present, providing that this does not result in an undue delay of the appropriate action being taken. A copy of the written notice of suspension or dismissal will be forwarded to the President of the Union or the designated staff representative within five working days.

  • Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion First Tier Participants:

  • Dismissal or Suspension Grievance (a) In the case of a dispute arising from an employee's dismissal, the grievance may be filed directly at arbitration within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Procedure for Benefits Modifications 1. Proposals for major retirement benefit modifications will be negotiated in joint meetings with the certified employee organizations whose memberships will be directly affected. Agreements reached between Management and organizations whereby a majority of the members in LACERS are affected shall be recommended to the City Council by the CAO as affecting the membership of all employees in LACERS. Such modifications need not be included in the MOU in order to be considered appropriately negotiated.

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