Notice of Intended Disciplinary Action Sample Clauses

Notice of Intended Disciplinary Action. A. In cases of proposed disciplinary action, except a counseling, oral warning, or written reprimand, the proposed disciplinary action shall be served on the employee personally or by mail. The written notice of intended disciplinary action which shall include: 1. The reasons for the disciplinary action, those facts alleged to be the basis for the intended action and copies of any documents or materials upon which the disciplinary action is based; 2. The specific action proposed to be taken, including any time period or other conditions associated with the discipline; 3. The proposed effective date of the intended disciplinary action; and 4. The right of the employee to respond to the proposed disciplinary action either in writing or orally, at the option of the employee. The employee shall be advised that he/she has ten (10) working days within which to file a written response or request, in writing, an informal predisciplinary conference before the disciplining authority or his/her designee. B. A copy of the notice of intended disciplinary action shall be placed in the employee's personnel file.
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Notice of Intended Disciplinary Action. Prior to the Superintendent's recommendation to the Board for discipline or dismissal, the permanent unit member shall receive, in writing, notice of the intended disciplinary action unless extraordinary circumstances exist. The notice of intended disciplinary action shall state (1) notice of the proposed action; (2) the reasons therefore; (3) that the unit member and/or Union representative has an opportunity to examine any materials upon which the action is based; (4) that the unit member and/or Union representative has the right to respond, either orally or in writing, within a fifteen (15) working day period of time; and (5) that if the unit member elects not to respond to the letter within the fifteen (15) working day time limit, the unit member shall be considered to have waived his/her right to respond.
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Notice of Intended Disciplinary Action. 13 A. In cases of proposed disciplinary action the proposed disciplinary action shall be 14 served on the Member personally or by mail.
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Notice of Intended Disciplinary Action. In instances pertaining to involuntary transfer, suspension with or without pay, demotion or dismissal, a permanent employee shall be given written notice of the intended disciplinary action in person or by certified mail to his/her last known recorded address on file in the
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Notice of Intended Disciplinary Action. In instances pertaining to involuntary transfer, suspension with or without pay, demotion or dismissal, a permanent employee shall be given written notice of the intended disciplinary action in person or by certified mail to his/her last known recorded address on file in the Human Resources Office. The notice shall specify the charges against the employee in sufficient specificity as to the cause for such intended action: (1) including actual or approximate date, time and location, if pertinent; (2) the disciplinary action to be proposed; and (3) a statement of the employee’s right to file a grievance and the required time and place of filing.
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Related to Notice of Intended 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.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

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

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include written censures, letters of reprimand and adverse reports or employee appraisals. (b) An employee shall be given a copy of any document, report, incident, or notation placed on the employee's file which might be the basis of disciplinary action. (c) Should an employee dispute any such entry in her file, she shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of her personnel record. (d) Upon the employee's written request, any such document, other than official evaluation reports, shall be removed from the employee's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. (e) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing

  • Notice of Criminal Activity and Disciplinary Actions A. Xxxxxxx shall immediately report in writing to its assigned System Agency contract manager when Xxxxxxx learns of or has any reason to believe it or any person with ownership or controlling interest in Grantee, or their agent, employee, subcontractor or volunteer who is providing services under this Grant Agreement has been placed on community supervision, received deferred adjudication, or been indicted for or convicted of a criminal offense relating to involvement in any financial matter, federal or state program or felony sex crime. B. Grantee shall not permit any person who engaged, or was alleged to have engaged, in any activity subject to reporting under this section to perform direct client services or have direct contact with clients, unless otherwise directed in writing by the System Agency.

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