Progression of Discipline. The above-listed steps may be bypassed based only in cases of severe misconduct. An employee shall be provided notice of the allegations raised and an opportunity to respond before a final determination regarding discipline is made. Discipline shall advance from one step to the next if the employee engages in the same unwanted behavior within eighteen (18) months of the previous disciplinary action. Disciplinary action more than eighteen (18) months year old may not be used for disciplinary purposes unless an employee has advanced to a subsequent disciplinary step during the year.

Progression of Discipline. Progression of discipline shall be as established procedures per Civil Service Manual of Procedure in Discipline Actions. The following steps shall be followed unless the first offense is serious enough which may call for xxxxx measures ranging from disciplinary suspension to discharge. Serious offenses are cases where an employee’s continued presence on the job will constitute a clear danger to himself or other employees’ health and safety. Step 1. Verbal warning or reprimand. Step 2. Written reprimand. Step 3. Disciplinary suspension (in writing) and/or a fine or demotion. Step 4. Discharge.

Progression of Discipline. The above-listed steps may be bypassed based only in cases of severe misconduct. Examples of serious misconduct that may or may not warrant immediate termination based on the entirety of the circumstances and consistency with just cause may include, but are not limited to the following: (a) sexual harassment, (b) inappropriate conduct and/or contact with students, (c) inappropriate conduct and/or contact with EPIC employees, (d) theft of physical property and time, (e) intoxication while on EPIC time, (f) possession of weapons and/or drugs on school premises or property, (g) violence and/or threats of physical harm. An employee shall be provided notice of the allegations raised and an opportunity to respond before a final determination regarding discipline is made. Disciplinary action more than one (1) year old may not be used for disciplinary purposes unless an employee has advanced to a subsequent disciplinary step during the year.

Progression of Discipline. The above-listed steps may be bypassed only in cases of severe misconduct. An Employee shall be provided notice of the allegations raised and an opportunity to respond before a final determination regarding discipline is made. Discipline shall advance from one step to the next if the employee engages in the same unwanted behavior within three (3) years of the previous disciplinary action. Except for documented conduct involving students and fellow employees (not including minor conduct such as tardiness, not being responsive to parent emails, using cell phones in class, dress code, or lesson plans), disciplinary action more than three (3) years old may not be used to advance to the next step in the progressive discipline process unless an employee has advanced to a subsequent disciplinary step during the preceding 3 years. Discipline shall be issued no later than 30 calendar days after management knew or should have reasonably known about the alleged conduct.

Progression of Discipline. The normal disciplinary procedure for employees who have completed their probationary shall be oral warning, written warning, suspension, and discharge. However in the event of an infraction on the part of the employee(s), which the Laboratory considers significant, the Laboratory may begin the discipline at any step of the disciplinary procedure including discharge. Discipline and/or discharge shall be consistent with Princeton Plasma Physics Laboratory’s Personnel Practices Manual (Section: Employee Relations-Discipline) and in accordance with the Laboratory’s Code of Conduct Policy. The union shall be notified whenever an employee is to be formally charged with a disciplinary action. The union shall have the ability to access all relevant information pertaining to the charge and to represent that employee’s interests when such is determined warranted.

Progression of Discipline. Pursuant to the Supplemental Agreement – Other Agreements, dated July 2, 2003, the Rossford Local 9G and the Rossford Plant Management agree as follows: Guidelines on employee conduct and performance are necessary for this facility to compete in the global marketplace now and in the future. As incidents occur that do not conform to expected conduct, the need for discipline will arise. The discipline to be administered for engaging in any unacceptable conduct is influenced by the seriousness of the violation and will be classified as “major work rule” and “general work rules”. Examples of the types of misconduct and the discipline that may result: Major Work Rule Violations: • Sleeping on Company-paid time as designated in the contract. • Leaving the plant, department or job without permission • Felony conviction • Flagrant violation of a Major Safety Rule • Stealing • Refusing to do work assigned • Deliberate damage to/of Company property or equipment • Violation of Drug & Alcohol Policy • Possession of weapons or fighting on plant property • Violation of Company EEO/Harassment Policy • Falsification of Company records • Misrepresentation of leave time or request for leave time • Violation of Workplace Violence Policy • Flagrant violation of the Communication Policy • Lockout/Tag Out • Lift truck trailer entry rules • Confined space rules • Unauthorized removal of a machine guard • Unauthorized access to a guarded area • Defeating safety devices The above Work Rule Violations subject employees to discipline up to and including discharge, even on the first offense. General Work Rule Violations: Examples are: • Poor job performance • Safe work rule violations (non-major safety rules) • No-call/No-show absence. • Failure to call-off per Absence Policy (employee who call off within the first one(1) hour of his shift shall not be charged with an occurrence under this Progression of Discipline Policy.) • Failure to report a work-related injury immediately after it occurs. • Violation of Plant work rules • Failure to report property damage incident immediately after it occurs. • Violation of the Communications Policy. The progression of discipline for General Work Rule violations will be as follows:

Related to Progression of Discipline

Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:
Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.
Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.
STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.
Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,
Forms of Discipline ‌ Discipline includes oral and written reprimands, reduction in pay, suspension, demotion, and discharge.
Requirement and Characterization of Distributions Subject to the rights of any Holder of any Partnership Interest set forth in a Partnership Unit Designation, the General Partner may cause the Partnership to distribute such amounts, at such times, as the General Partner may, in its sole and absolute discretion, determine, to the Holders as of any Partnership Record Date: (i) first, with respect to any Partnership Units that are entitled to any preference in distribution, in accordance with the rights of Holders of such class(es) of Partnership Units (and, within each such class, among the Holders of each such class, pro rata in proportion to their respective Percentage Interests of such class on such Partnership Record Date); and (ii) second, with respect to any Partnership Units that are not entitled to any preference in distribution, in accordance with the rights of Holders of such class(es) of Partnership Units, as applicable (and, within each such class, among the Holders of each such class, pro rata in proportion to their respective Percentage Interests of such class on such Partnership Record Date). Distributions payable with respect to any Partnership Units, other than any Partnership Units issued to the General Partner in connection with the issuance of REIT Shares by the General Partner, that were not outstanding during the entire quarterly period in respect of which any distribution is made shall be prorated based on the portion of the period that such Partnership Units were outstanding. The General Partner shall make such reasonable efforts, as determined by it in its sole and absolute discretion and consistent with the General Partner’s qualification as a REIT, to cause the Partnership to distribute sufficient amounts to enable the General Partner, for so long as the General Partner has determined to qualify as a REIT, to pay stockholder dividends that will (a) satisfy the requirements for qualifying as a REIT under the Code and Regulations (the “REIT Requirements”) and (b) except to the extent otherwise determined by the General Partner, eliminate any U.S. federal income or excise tax liability of the General Partner. Notwithstanding anything in the forgoing to the contrary, a Holder of LTIP Units will only be entitled to distributions with respect to an LTIP Unit as set forth in Article 16 hereof and in making distributions pursuant to this Section 5.1, the General Partner of the Partnership shall take into account the provisions of Section 16.4 hereof.
Root Cause Analysis Upon Vendor's failure to provide the Services in accordance with the applicable Service Levels (for any reason other than a Force Majeure Event) Vendor will promptly (a) perform a root-cause analysis to identify the cause of such failure, (b) provide Prudential with a report detailing the cause of, and procedure for correcting, such failure, (c) obtain Prudential's written approval of the proposed procedure for correcting such failure, (d) correct such failure in accordance with the approved procedure, (e) provide weekly (or more frequent, if appropriate) reports on the status of the correction efforts, and (f) provide Prudential with assurances satisfactory to Prudential that such failure has been corrected and will not recur.
Withdrawal of Property from Market or Termination of Discussions Potential Investor acknowledges that the Property has been offered for sale subject to withdrawal of the Property from the market at any time or rejection of any offer because of the terms thereof, or for any other reason whatsoever, without notice, as well as the termination of discussions with any party at any time without notice for any reason whatsoever.
Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.

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