Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines: 19.11.7.1.1 There is no evidence to justify the disciplinary action taken. 19.11.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee. 19.11.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice. 19.11.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 15.11.7.1.1 There is no not evidence to justify the disciplinary action taken.
19.11.7.1.2 15.11.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 15.11.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice.
19.11.7.1.4 15.11.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 17.10.7.1.1 There is no not evidence to justify the disciplinary action taken.
19.11.7.1.2 17.10.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 17.10.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice.
19.11.7.1.4 17.10.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 1 contract
Samples: Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 17.10.7.1.1 There is no not evidence to justify the disciplinary action taken.
19.11.7.1.2 17.10.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 17.10.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice.)
19.11.7.1.4 17.10.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 1 contract
Samples: Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 There 17.10.7.1. 1There is no not evidence to justify the disciplinary action taken.
19.11.7.1.2 A 17.10.7.1. 2A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 The 17.10.7.1. 3The action taken resulted from political, religious, or racial bias or prejudice.
19.11.7.1.4 The 17.10.7.1. 4The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 1 contract
Samples: Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 13.10.7.1.1 There is no evidence to justify the disciplinary action taken.
19.11.7.1.2 13.10.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 13.10.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice.
19.11.7.1.4 13.10.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 1 contract
Samples: Memorandum of Understanding
Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a disciplinary action based on any of the following guidelines:
19.11.7.1.1 17.11.7.1.1 There is no not evidence to justify the disciplinary action taken.
19.11.7.1.2 17.11.7.1.2 A violation or omission of procedure for disciplinary action was made, which violation or omission resulted in prejudice to the employee.
19.11.7.1.3 17.11.7.1.3 The action taken resulted from political, religious, or racial bias or prejudice.
19.11.7.1.4 17.11.7.1.4 The action taken was unreasonable, capricious, or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee.
Appears in 1 contract
Samples: Memorandum of Understanding
