Major Disciplinary Action Sample Clauses

Major Disciplinary Action consists of suspension over five (5) days and after the determination of a departmental hearing.
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Major Disciplinary Action. 1. An employee subject to dismissal or suspension without pay for a period in excess of three (3) days, unless covered by Section 22.5 of this Agreement, shall receive written notice of the proposed action, the reasons therefore, and a copy of the charges and materials upon which the action is based. In performance-related issues, the employee will have received prior written notification that a condition existed which could result in disciplinary action and have had an opportunity to correct the condition. Prior to any disciplinary action taking place, the employee shall have the opportunity to respond, either orally or in writing.
Sample 1
Major Disciplinary Action. 1. Suspension or fine greater than five (5) days
Sample 1
Major Disciplinary Action. An employee shall have the right to appeal any major disciplinary action, which shall consist of suspensions of five (5) or more days, a demotion, or a discharge. Requests for appeal must be made in writing and signed by the employee and submitted to the General Manager within fourteen (14) calendar days from the date of the notice of disciplinary action. The request for appeal must explain why the disciplinary action should either be rescinded or modified, and include information the employee believes relevant to the matter at hand.
Sample 1

Related to Major Disciplinary Action

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

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

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

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