PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE Sample Clauses

PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE. 6.2.1 Prior to a classified employee’s oral or written reprimand, or suspension with pay, the employee’s supervisor shall consult with the Executive Director of Human Resources or Executive Director’s designee. 6.2.2 Prior to a classified employee’s suspension without pay, demotion or dismissal, the following steps shall be taken: 6.2.2.1 The employee shall be provided written notice of his or her conduct at issue, the disciplinary offenses and District policy violations implicated by such conduct, and the discipline being recommended for such conduct. 6.2.2.2 As soon as reasonably practicable after the employee has been provided the written notice described above, the Executive Director of Human Resources shall hold a meeting to consider the charges and recommendation in the notice, and other information that may be presented by the employee’s supervisor(s); and to give the employee an opportunity to present his or her side of the story, to present information regarding mitigating circumstances and/or to advocate for alternatives to the discipline being recommended. The employee’s input may be submitted orally and/or in writing. If input is submitted orally, the employee may request that the Association’s representative or some other person be in attendance. 6.2.2.3 The Executive Director of Human Resources shall consider the information provided at the meeting and, based on that information, shall issue a written determination within ten (10) business days regarding the disciplinary action to be taken, if any, and the rationale for that determination.
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PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE. 6.2.1 Prior to a classified employee’s oral or written reprimand, or suspension with pay, the employee’s supervisor shall consult with the Chief Human Resources Officer or Executive Director’s designee. 6.2.2 Prior to a classified employee’s suspension without pay, demotion or dismissal, the following steps shall be taken: 6.2.2.1 The employee shall be provided written notice of his or her conduct at issue, the disciplinary offenses and District policy violations implicated by such conduct, and the discipline being recommended for such conduct.
Sample 1

Related to PROCEDURES REQUIRED PRIOR TO IMPOSING DISCIPLINE

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of: i. Prohibiting the use of all forms of tobacco products, including but not limited to cigarettes, cigars, pipes, water pipes (hookah), bidis, kreteks, electronic cigarettes, smokeless tobacco, snuff and chewing tobacco; ii. Designating the property to which this Policy applies as a "designated area,” which must at least comprise all buildings and structures where activities funded under this Grant Agreement are taking place, as well as Grantee owned, leased, or controlled sidewalks, parking lots, walkways, and attached parking structures immediately adjacent to this designated area; iii. Applying to all employees and visitors in this designated area; and iv. Providing for or referring its employees to tobacco use cessation services. B. If Grantee cannot meet these minimum standards, it must obtain a waiver from the System Agency.

  • Conformance to Applicable Requirements All work prepared by Consultant shall be subject to the approval of City.

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