Notification of Proposed Disciplinary Action Sample Clauses

Notification of Proposed Disciplinary Action. A regular employee against whom disciplinary action, other than a warning or reprimand, is instituted shall be given written notice at least 7 calendar days prior to the effective date of the action informing the employee of the intended action, the ground or grounds therefore, the employee's acts or omissions that form the basis for the cause(s), and of the right to respond within 7 calendar days to the concerned department head orally or in writing prior to the intended effective date of the action. Any documents or materials giving rise to the action will be identified in the notice, if voluminous, and made available for the employee's inspection upon the employee's request, or copies thereof will be provided with notice when there are only a few. After the notice and the employee's timely response, if any, the concerned department head shall implement, modify, or not implement such action as the concerned department head deems appropriate, and shall so notify the employee. Except under extraordinary circumstances requiring immediate removal (e.g., imminent threat to health or safety of the employee, other employees, or the public), and in the case of reprimands and suspensions without pay of 40 hours or less, such discipline may not be implemented prior to fully affording the employee the foregoing notice and opportunity to respond procedure.
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs
Notification of Proposed Disciplinary Action. When the disciplinary action to be taken includes reduction in pay, suspension, demotion, or termination, the affected employee shall be given written preliminary notice of the intention to impose the disciplinary action. If the good of the service demands immediate action, written notice shall be given as soon as possible under the circumstances. Notification shall include: a. Written notice of the proposed action stating the date it is intended to become effective and the specific grounds and particular facts upon which the action will be taken. b. Any known written materials, reports, or documents upon which the action is based. c. The employee will also be provided with his or her rights to respond to the proposed charges, and given a time and date to respond orally or in writing (at least 7 calendar days after the employee receives the notice). d. All disciplinary actions against probationary and non-permanent employees do not call for notification, review, or appeal. e. The employee's rights of appeal to the City Manager.
Sample 1
Notification of Proposed Disciplinary Action. If a Supervisor intends to recommend disciplinary action (a demotion, suspension or dismissal) against a unit member, the District may initiate such discipline by serving the unit member with a Notification of Proposed Disciplinary Action (“NPDA”). In general, the Notification shall at least include: a. A listing of the cause or causes as defined in section A.1.b. (i) (xv), and reference any corresponding or other related causes as defined by the Calexico Unified School District Personnel Commission (hereinafter “Commission”) in its rules, presently Rule 60.800. b. A listing of specific charges, describing the alleged act(s), omission(s), and/or performance deficiencies, in support of the cause(s) for discipline. Each charge shall be stated separately and identify as specifically as possible the dates of acts or events that support the cause for which the recommendation is made. c. The identification of any applicable documents, reports, performance reviews, and/or other documentation relied upon in support of the causes or charges. Copies of those materials shall be provided to the unit member upon request. d. A notification of the opportunity to meet with the Superintendent or designee for a Pre-Disciplinary Conference to respond to the charges and causes, as well as to explain why the unit member believes the recommendation against him should not proceed to the Board for final action.
Sample 1

Related to Notification of Proposed Disciplinary Action

  • 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.

  • Required Disclosure The ISO shall treat any Confidential Information it receives from the NTO in accordance with applicable provisions of the ISO Tariffs. If the NTO receives Confidential Information from the ISO, it shall hold such information in confidence, employing at least the same standard of care to protect the Confidential Information obtained from the ISO as it employs to protect its own Confidential Information. Each Party shall not disclose the other Party’s Confidential Information to any third party or to the public without prior written authorization of the Party providing the information; provided, however, if the ISO is required by applicable law, or in the course of administrative or judicial proceedings, or subpoena, to disclose information that is otherwise required to be maintained in confidence pursuant to this Section, the ISO will do so in accordance with applicable provisions of the ISO Tariffs. And if the NTO is required by applicable law, or in the course of administrative or judicial proceedings, or subpoena, to disclose information that is otherwise required to be maintained in confidence pursuant to this Section, the NTO may make disclosure of such information; provided, however, that as soon as the NTO learns of the disclosure requirement and prior to making such disclosure, the NTO shall notify the ISO of the requirement and the terms thereof and the ISO may, at its sole discretion and cost, assert any challenge to or defense against the disclosure requirement and the NTO shall cooperate with the ISO to the maximum extent practicable to minimize the disclosure of the information consistent with applicable law. Each Party shall cooperate with the Other Party to obtain proprietary or confidential treatment of such information by the person to whom such information is disclosed prior to any such disclosure.

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