Procedures for Progressive Discipline Sample Clauses

Procedures for Progressive Discipline. For Steps 1 through 4, the aforementioned notice shall be provided in writing, copying the Union; and the aforementioned opportunity to respond shall take place at a pre-discipline meeting scheduled in the written pre-discipline meeting notice. A pre-discipline meeting will not necessarily result in discipline. The Principal or Vice Principal shall administer all steps of the discipline procedure through Step 3. The Principal shall administer Step 4 of the discipline procedure. The Employer shall provide the bargaining unit employee and the Union with the pre-discipline meeting notice at least forty-eight (48) hours in advance of the pre-discipline meeting. The pre-discipline meeting notice will include a description of the allegation(s) giving rise to the meeting, along with any evidence upon which the employer may rely to support the allegation(s). The pre-discipline meeting can be rescheduled once at the request of either Party. Within fourteen calendar (14) days of the pre-discipline meeting, the Principal or Vice Principal, or the Principal in cases of dismissal, shall issue a written notice, copying the Union, regarding what disciplinary action, if any, s/he has decided to take. Extensions can be made upon mutual agreement of both parties. In cases of severe misconduct where immediate removal is necessary, the Union will be notified as soon as possible.
Sample 1Sample 2
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Procedures for Progressive Discipline. For Steps 1 through 4, the aforementioned notice shall be provided in writing, copying the Union; and the aforementioned opportunity to respond shall take place at a pre-disciplinary meeting scheduled in a written pre- discipline meeting notice. A pre-disciplinary meeting will not necessarily result in discipline. The Principal or DCIA shall administer all steps of the disciplinary procedure through Step 3. The CEO shall administer Step 4 of the disciplinary procedure. The Employer shall provide the bargaining unit employee and the Union with the pre- disciplinary meeting notice at least seventy-two (72) hours in advance of the pre- disciplinary meeting. The pre-disciplinary meeting notice will include a description of the allegation(s) giving rise to the meeting, along with any evidence (subject to the limitations below) upon which the employer may rely to support the allegation(s). The pre-disciplinary meeting can be rescheduled once at the request of either Party. Within fourteen (14) days of the pre-disciplinary meeting, the Principal or DCIA, or the CEO in cases of dismissal, shall issue a written notice, copying the Union, regarding what disciplinary action, if any, they have decided to take.
Sample 1
Procedures for Progressive Discipline. For Steps 1 through 4, the aforementioned notice shall be provided in writing, copying the Union; and the aforementioned opportunity to respond shall take place at a pre-discipline meeting scheduled in the written pre- discipline meeting notice. A pre-discipline meeting will not necessarily result in discipline. The Director or Principal shall administer all steps of the discipline procedure through Step 3. The CEO shall administer Step 4 of the discipline procedure. The Employer shall provide the bargaining unit employee and the Union with the pre-discipline meeting notice at least seventy-two (72) hours in advance of the pre-discipline meeting. The pre- discipline meeting notice will include a description of the allegation(s) giving rise to the meeting, along with any evidence upon which the Employer may rely to support the allegation(s). The pre-discipline meeting can be rescheduled once at the request of either Party. Within fourteen (14) days of the pre-discipline meeting, the Director or Principal, or the CEO in cases of dismissal, shall issue a written notice, copying the Union, regarding what disciplinary action, if any, s/he has decided to take.
Sample 1
Procedures for Progressive Discipline. Bargaining Unit Members shall be provided written notice of discipline. For Steps 2 through 4, the aforementioned notice shall be provided in writing, copying the Union; and the aforementioned opportunity to respond shall take place at a pre-discipline meeting scheduled in the written pre-discipline meeting notice. A pre- discipline meeting will not necessarily result in discipline. The Assistant Principal shall administer all steps of the discipline procedure through Step 2. The Principal shall administer all steps of the disciplinary procedure through step 3. The CAO shall administer Step 4 of the discipline procedure. Urban Prep shall provide the bargaining unit employee and the Union with the pre- discipline meeting notice at least seventy-two (72) hours in advance of the pre-discipline meeting. The pre-discipline meeting notice will include a description of the allegation(s) giving rise to the meeting, along with copies of any known evidence upon which Urban Prep may rely to support the allegation(s). The pre-discipline meeting can be rescheduled once at the request of either Party as a matter of right. Additional rescheduling requests by either party shall not be unreasonably denied. Within fourteen (14) days of the pre-discipline meeting, the Assistant Principal, Principal, or the CAO shall issue a written notice, copying the Union, regarding what disciplinary action, if any, s/he has decided to take.
Sample 1
Procedures for Progressive Discipline. Any discipline imposed shall be consistent with the procedures for progressive discipline set forth in this Agreement. Pursuant to the procedures for progressive discipline, for Steps one (1) through three (3), the Bargaining Unit Member and the Union will be apprised of any alleged act which has led to a disciplinary investigation in writing. The Bargaining Unit Member will be provided with an opportunity to respond to the charges at an investigatory meeting. A pre-disciplinary meeting will not necessarily result in discipline. The meeting is between the Executive Director, the Bargaining Unit Member and to the extent the Executive Director deems necessary, Namaste employees pertinent to the investigatory meeting. The Bargaining Unit Member shall have the right to Union representation during any investigatory, disciplinary meeting, which the Bargaining Unit Member reasonably believes could lead to discipline. Barring unusual circumstances, any discipline must be issued within two (2) weeks of the date that Xxxxxxx becomes aware of the infraction giving rise to the discipline. If Xxxxxxx takes more than two (2) weeks to issue discipline, the Union will be notified before the end of the two
Sample 1
Procedures for Progressive Discipline. For Steps 2 through 4, the aforementioned notice shall be provided in writing, copying the Union; and the aforementioned opportunity to respond shall take place at a pre-discipline meeting scheduled in the written notice. The Principal, or her/his designee, shall administer all steps of the discipline procedure through Step 3, provided that the Principal’s designee shall not be a bargaining unit employee or case manager; the CEO shall administer Step 4 of the discipline procedure. The Employer shall provide the bargaining unit employee and the Union with the pre-discipline meeting notice at least three (3) work days in advance of the pre-discipline meeting. A pre-discipline meeting will not necessarily result in discipline. The pre-discipline meeting notice will include a description of the allegation(s) giving rise to the meeting, along with any evidence upon which the Employer may rely to support the allegation(s). The pre-discipline meeting can be rescheduled once at the request of either Party. Within fourteen (14) days of the pre- discipline meeting, the Principal, or her/his designee, or the CEO in cases of dismissal, shall issue a written notice, copying the Union, regarding what disciplinary action, if any, s/he has decided to take.
Sample 1

Related to Procedures for Progressive Discipline

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Procedures for Providing NP Through Full NXX Code Migration Where a Party has activated an entire NXX for a single Customer, or activated at least eighty percent (80%) of an NXX for a single Customer, with the remaining numbers in that NXX either reserved for future use by that Customer or otherwise unused, if such Customer chooses to receive Telephone Exchange Service from the other Party, the first Party shall cooperate with the second Party to have the entire NXX reassigned in the LERG (and associated industry databases, routing tables, etc.) to an End Office operated by the second Party. Such transfer will be accomplished with appropriate coordination between the Parties and subject to appropriate industry lead times for movements of NXXs from one switch to another. Neither Party shall charge the other in connection with this coordinated transfer.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Apprenticeship Program The parties agree to meet to discuss the development of mutually agreeable apprenticeship programs. The specific provisions of the apprenticeship programs shall be subject to agreement between the City, the Civil Service Commission (where appropriate), and the Union. Each apprenticeship program, however, shall contain at least the following terms:

  • Employment Procedures Each academic unit shall have the right to make recommendations concerning initial employment within the corresponding unit of all persons with academic titles specified in Article IV, including a recommendation concerning whether such employment shall be with or without tenure, as appropriate. Each academic unit shall develop its own procedures and criteria for making such recommendations to Oakland, which shall initiate all offers of employment. In the case of employment of a faculty member with tenure, FRPC shall have the opportunity to make an employment recommendation to Oakland. In the case of employment of a faculty member with job security, the appropriate CAP shall have the opportunity to make an employment recommendation to Oakland. At the time of employment, Oakland shall determine the value of any prior experience for the purposes of paragraph 38b below; the faculty member shall be notified as to the valuation.

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  • Your Rights If You Are Dissatisfied With Your Credit Card Purchases If you are dissatisfied with the goods or services that you have purchased with your credit card, and you have tried in good faith to correct the problem with the merchant, you may have the right not to pay the remaining amount due on the purchase. To use this right, all of the following must be true:

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