POTENTIAL FOR DISCIPLINARY ACTION Sample Clauses

POTENTIAL FOR DISCIPLINARY ACTION. A requirement for participation in the STC program is completion of a minimum number of training hours for all new and current employees according to the schedule prescribed by the State Board of Corrections. Each employee will be required to complete, within the prescribed time period, training in the amount specified by that Board. Except for reasons beyond an employee's control, if the employee fails to complete the required hours of training within the specified time period, the employee will be subject to appropriate disciplinary action.
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POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union.
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POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union. In cases where an employee has not called or reported to work for three (3) or more days, the University shall send a certified letter to the employee’s last address reported to Human Resources with a deadline of seven (7) calendar days from the date of mailing to respond. If the employee responds by the stated deadline, a due process meeting may be held if the circumstances warrant it. However, if the employee does not respond by the stated deadline, a termination of employment will be processed without a due process meeting in accordance with Article 14 Section 2D.
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POTENTIAL FOR DISCIPLINARY ACTION. When the University determines that an employee has potentially violated laws, rules, regulations, or is guilty of other misconduct that may result in suspension, disciplinary demotion or termination of employment, a due process meeting shall be held by the Chief Human Resources Officer or designee to the extent required by law. The employee shall be notified of the need for this meeting within fourteen (14) days from the date of event(s), or discovery by the University, whichever is later. The meeting will be held within fourteen (14) days of that notification. If the employee does not attend the due process meeting without approval from the Chief Human Resources Officer or designee, disciplinary action including termination of employment may result. Postponement of the meeting requested by the Union shall not be unreasonably denied. No more than fourteen (14) days from the date of the due process meeting, the employee and the Chief Xxxxxxx shall be informed in accordance with the provisions of Article 9 Section 9 of the decision of the Chief Human Resources Officer or designee. All time limits in this Article may be waived by agreement of the University and the Union. In cases where an employee has not called or reported to work for three (3) or more days, the University shall send a certified letter to the employee’s last address reported to Human Resources with a deadline of seven (7) calendar days from the date of mailing to respond. If the employee responds by the stated deadline, a due process meeting may be held if the circumstances warrant it. However, if the employee does not respond by the stated deadline, a termination of employment will be processed without a due process meeting in accordance with Article 14 Section 2D.
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Related to POTENTIAL FOR 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.

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

  • 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, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • 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

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