PROGRESSIVE DISCIPLINARY MEASURES Sample Clauses

PROGRESSIVE DISCIPLINARY MEASURES. 8.1 Pursuant to the terms of their standard contract, Owner Operators are required to fulfill the duties and responsibilities connected with the provision of transportation services in a safe, proficient and lawful manner. In circumstances where an Owner Operator fails to fulfill such duties and responsibilities or provides unsatisfactory service or engages in misconduct, CNTL may take the following measures: (a) First occurrence: i) Minor Offence: A written warning or written reprimand to the Owner Operator that the standard contract is liable to suspension or termination. This sanction will be removed from the Owner Operator’s record if there is no further assessment of a sanction during the twelve (12) month period following the date the sanction was assessed. NOTE: The Company has the discretion to determine what constitutes a minor offence. For example, violations of federal or provincial statutes or regulations and endangering one’s safety or the safety of others are not considered minor offences. ii) Other Offence: A deferred suspension of the standard contract for a period of one (1) to three (3) working days depending on the nature of the failure, unsatisfactory service or misconduct. The deferred suspension will be removed from the Owner Operator’s record, if there is no further assessment of a sanction during the twelve (12) month period following the date the deferred suspension was assessed. (b) Second occurrence: a temporary suspension of the standard contract for a period of one to five working days depending on the nature of the second occurrence of failure, unsatisfactory service or misconduct. The temporary suspension will be removed from the owner-operator’s record, if there is no further assessment of any discipline during any consecutive 24 month period following the date the temporary suspension was assessed. (c) Third occurrence: immediate termination of the standard contract. 8.2 Serious acts of misconduct or gross violations of the terms and conditions of the standard contract may warrant by-passing certain steps in the disciplinary process set out in paragraph 8.1. Minor Offence – Corrective Process 8.3 (a) Minor offences may be handled through a corrective process, i.e. without the necessity of an investigative hearing. This corrective process is designed to help Owner-Operators modify a behaviour that is considered inappropriate while minor in nature. The intent is to allow the Owner-Operator the opportunity to modify the behavi...
Sample 1
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PROGRESSIVE DISCIPLINARY MEASURES. 8.1 Pursuant to the terms of their standard contract, Owner Operators are required to fulfill the duties and responsibilities connected with the provision of transportation services in a safe, proficient and lawful manner. In circumstances where an Owner Operator fails to fulfill such duties and responsibilities or provides unsatisfactory service or engages in misconduct, CNTL may take the following measures: (a) First occurrence: i) Minor Offence: A written warning or written reprimand to the Owner Operator that the standard contract is liable to suspension or termination. This sanction will be removed from the Owner Operator’s record if there is no further assessment of a sanction during the twelve (12) month period following the date the sanction was assessed. NOTE: The Company has the discretion to determine what constitutes a minor offence. For example, violations of federal or provincial statutes or regulations and endangering one’s safety or the safety of others are not considered minor offences. ii) Other Offence: A deferred suspension of the standard contract for a period of one (1) to three (3) working days depending on the nature of the failure, unsatisfactory service or misconduct. The deferred suspension will be removed from the Owner Operator’s record, if there is no further assessment of a sanction during the twelve
Sample 1
PROGRESSIVE DISCIPLINARY MEASURES. 8.1 Pursuant to the terms of their standard contract, owner- operators are required to fulfill the duties and responsibilities connected with the provision of transportation services in a safe, proficient and lawful manner. In circumstances where an owner- operator fails to fulfill such duties and responsibilities or provides unsatisfactory service or engages in misconduct, the Company may take the following measures: (a) First occurrence: a written warning to the owner-operator that the standard contract is liable to suspension or termination. (b) Second occurrence: a temporary suspension of the standard contract for a period of one to five working days depending on the nature of the second occurrence of failure, unsatisfactory service or misconduct. (c) Third occurrence: immediate termination of the standard contract. 8.2 Serious acts of misconduct or gross violations of the terms and conditions of the standard contract may warrant by-passing certain steps in the disciplinary process set out in paragraph 8.1.
Sample 1
PROGRESSIVE DISCIPLINARY MEASURES. Pursuant to the terms of employment, employees are required to fulfill the duties and responsibilities connected with the transload, transfer and/or material handling services in a safe, proficient and lawful manner. In circumstances where an employee fails to fulfill such duties and responsibilities, fails to do so safely, provides unsatisfactory service or engages in misconduct or insubordination, either during working hours or during non- working hours, the Company may take the following measures for minor infractions. (a) First occurrence: a verbal warning advising the employee of the nature of failure, unsatisfactory service, misconduct or insubordination. (b) Second occurrence: a written warning advising the employee of the nature of the failure, unsatisfactory service, misconduct or insubordination. (c) Third occurrence: a suspension without pay for a period of one to five working days depending on the nature of the failure, unsatisfactory service, misconduct or insubordination. (d) Fourth occurrence: subject to immediate employment termination. The Company shall inform the Union in writing either through e-mail or registered mail in any case where discipline is executed.
Sample 1
PROGRESSIVE DISCIPLINARY MEASURES. 8.1 Pursuant to the terms of their standard contract, owner- operators are required to fulfill the duties and responsibilities connected with the provision of transportation services in a safe, proficient and lawful manner. In circumstances where an owner- operator fails to fulfill such duties and responsibilities or provides unsatisfactory service or engages in misconduct, the Company may take the following measures: (a) First occurrence: a written warning to the owner-operator that the standard contract is liable to suspension or termination. This written warning will be removed from the owner-operator’s record, if there is no further assessment of any discipline during any consecutive 12 month period following the date the written warning was assessed. (b) Second occurrence: a temporary suspension of the standard contract for a period of one to five working days depending on the nature of the second occurrence of failure, unsatisfactory service or misconduct. The temporary suspension will be removed from the owner- operator’s record, if there is no further assessment of any discipline during any consecutive 24 month period following the date the temporary suspension was assessed. (c) Third occurrence: immediate termination of the standard contract. 8.2 Serious acts of misconduct or gross violations of the terms and conditions of the standard contract may warrant by-passing certain steps in the disciplinary process set out in paragraph 8.1. 8.3 Prior to finalizing any disciplinary decision, the Company shall afford the Owner Operator up to 24 hours to consult with a Union Representative before requiring the Owner Operator to respond to the allegations. At the Company’s discretion, the response may be made in person or by tele-conferencing. If the Owner-Operator so desires a Union Representative may be present.
Sample 1

Related to PROGRESSIVE DISCIPLINARY MEASURES

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

  • Disciplinary Measures ‌ 21.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's personal file. 21.02 The Union may, in the case of any employee who is dismissed, suspended, demoted or given a written warning, file a grievance and, if necessary, submit the case to arbitration, except however in the case of an employee who is dismissed during his/her probation period. 21.03 In all cases of disciplinary measures, the University has the burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure, or render any other decision that he/she judges equitable under the circumstances. 21.04 In the event that a university representative finds it necessary to summon an employee for disciplinary reasons (written warning, demotion, suspension, or dismissal), the employee has the right to be accompanied by a union representative. The University will inform the employee of his/her right. 21.05 A suspension does not interrupt the continuous service of an employee. 21.06 No disciplinary measure may be imposed later than twenty (20) working days after the date of the incident which gave rise to it or of the date the immediate supervisor became aware of said incident. 21.07 No confession signed by an employee can be used as evidence against her/him in an arbitration, unless it is:

  • Safety Measures Awarded vendor shall take all reasonable precautions for the safety of employees on the worksite, and shall erect and properly maintain all necessary safeguards for protection of workers and the public. Awarded vendor shall post warning signs against all hazards created by the operation and work in progress. Proper precautions shall be taken pursuant to state law and standard practices to protect workers, general public and existing structures from injury or damage.

  • Corrective Measures If the Participating Generator fails to meet or maintain the requirements set forth in this Agreement and/or the CAISO Tariff, the CAISO shall be permitted to take any of the measures, contained or referenced in the CAISO Tariff, which the CAISO deems to be necessary to correct the situation.

  • Protective Measures We have implemented and will maintain appropriate technical and organisational measures in relation to the Services taking into account the state of the art, the costs of implementation, and the nature, scope, context and purposes of Processing, as well as the likelihood and severity of risk to the rights and freedoms of data subjects. This includes measures relating to the physical security of Our facilities used to deliver them, measures to control access rights to Our assets and relevant networks, and processes for testing these measures. In accordance with Our obligations under applicable law, We may undertake digital forensic investigations in relation to the use of the Services and Subscriptions. You are responsible for using, and ensuring that your Users use, the controls and advice provided by the Services correctly and consistently.

  • Interim Measures Notwithstanding any requirements for alternative dispute resolution procedures as set forth in Articles 18(B), any party to the Dispute may apply to a court for interim measures (i) prior to the constitution of the arbitral tribunal (and thereafter as necessary to enforce the arbitral tribunal’s rulings); or (ii) in the absence of the jurisdiction of the arbitral tribunal to rule on interim measures in a given jurisdiction. The Parties agree that seeking and obtaining such interim measures shall not waive the right to arbitration. The arbitrators (or in an emergency the presiding arbitrator acting alone in the event one or more of the other arbitrators is unable to be involved in a timely fashion) may grant interim measures including injunctions, attachments and conservation orders in appropriate circumstances, which measures may be immediately enforced by court order. Hearings on requests for interim measures may be held in person, by telephone, by video conference or by other means that permit the parties to the Dispute to present evidence and arguments.

  • Safeguard Measures The Parties note the multilateral negotiations pursuant to Article X of GATS on the question of emergency safeguard measures based on the principle of non-discrimination. Upon the conclusion of such multilateral negotiations, the Parties shall conduct a review for the purpose of discussing appropriate amendments to this Agreement so as to incorporate the results of such multilateral negotiations.

  • General Measures (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a registered health practitioner, a Family Violence Support Service, district nurse, maternal and child health nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with clause 64.5 and clause 64.6. (g) The Employer will develop guidelines to supplement this clause and which details the appropriate action to be taken in the event that an Employee reports family violence.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Remedial Measures Upon becoming aware of an alleged security breach, Contractor’s Contract Manager must set up a conference call with the Department’s and the Customer’s Contract Manager. The conference call invitation must contain a brief description of the nature of the event. When possible, a thirty (30)- minute notice will be given to allow Department personnel to be available for the call. If the designated time is not practical for the Customer, an alternate time for the call will be scheduled. Contractor must share all available information on the call. The Contractor must answer all questions based on the information known at that time and answer additional questions as additional information becomes known. The Contractor must provide the Department and Customer with final documentation of the incident including all actions that took place. If the Contractor becomes aware of a security breach or security incident outside of normal business hours, the Contractor must notify the Department’s and the Customer’s Contract Manager and in all events, within one business day.

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