PROGRESSIVE SANCTIONS Sample Clauses

PROGRESSIVE SANCTIONS. Members of the bargaining unit shall not be disciplined or terminated during the term of their appointment without cause. Sanctions against bargaining unit members shall follow the principles of progressive discipline and just cause. Sanctions can include oral or written warning or reprimand, removal from an assigned post and reassignment, suspension for a period not to exceed one year, and termination. Failure to reappoint or termination due to program reduction or financial exigency shall not be grievable.
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PROGRESSIVE SANCTIONS. Members of the bargaining unit shall not be disciplined or terminated during the term of their appointment without cause as defined in OAR 580-021-0325 Sections 1(c) and 2, and OAR 577-041- 0010(2). Sanctions against bargaining unit members shall follow the principles of progressive discipline and just cause. Bargaining unit members shall be notified of their right to union representation in advance of any meeting that might result in sanction. Sanctions can include oral or written warning or reprimand, removal from an assigned post and reassignment, suspension for a period not to exceed one year, and termination, in accordance with OAR 580-021-0320. As authorized by statute and by authority delegated to the Chancellor and the institution presidents, personnel may be transferred or reassigned within an institution in accordance with the staff needs of the institution or other units. Such personnel actions should not be considered sanctions for cause unless they result from actions described in OAR 580-021-0325, in accordance with OAR 580-021-0318. Failure to reappoint or termination due to program reduction or financial exigency shall not be grievable.
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PROGRESSIVE SANCTIONS. Article 17. RESERVED RIGHTS OF THE UNIVERSITY Article 18. NOTICES AND COMMUNICATIONS Article 19. MISCELLANEOUS PROVISIONS 30 Article 20. SEVERABILITY 30 Article 21. TOTALITY OF AGREEMENT 30 31 Article 22. NEGOTIATION OF SUCCESSOR AGREEMENT Article 23. DURATION OF AGREEMENT 32 LETTER OF AGREEMENT #1: 33 COMMITTEE ON THE CREATION OF THE ADJUNCT FACULTY SUPPORT INFORMATION SYSTEM LETTER OF AGREEMENT #2: COMMITTEE ON ORIENTATION AND ONBOARDING 34 LETTER OF AGREEMENT #3: COMPARABLE EXPERIENCE FOR ADJUNCT FACULTY RANKS 35 LETTER OF AGREEMENT #4: 37 COMMITTEE ON THE CREATION OF AN ADJUNCT FACULTY AWARD APPENDIX A: GRIEVANCE FORM 38 APPENDIX B: NOTICE OF INTENT TO ARBITRATE 39 APPENDIX C (1): 40 APPLICATION FOR FACULTY EDUCATION FUND FOR PART-TIME FACULTY APPENDIX C (2): 41 APPLICATION FOR PROFESSIONAL DEVELOPMENT FUND FOR PART-TIME FACULTY APPENDIX C (3): 43 APPLICATION FOR HEALTH INSURANCE FUND FOR PART-TIME FACULTY PREAMBLE This Agreement, entered into as of the date of ratification, is between Portland State University, herein referred to as UNIVERSITY or PSU, and the Portland State University Faculty Association, Local 3571, American Federation of Teachers, AFL-CIO, herein referred to as UNION, affiliated with the American Federation of Teachers-Oregon, AFL-CIO and the American Federation of Teachers, AFL-CIO. The intent and purpose of this Agreement is to promote the quality and effectiveness of education at Portland State University and to maintain high standards of academic excellence in all phases of instruct.ion, research, and service.
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PROGRESSIVE SANCTIONS. Article 17. RESERVED RIGHTS OF THE UNIVERSITY Article 18. NOTICES AND COMMUNICATIONS Article 19. MISCELLANEOUS PROVISIONS 30 Article 20. SEVERABILITY 30 Article 21. TOTALITY OF AGREEMENT 30 31 Article 22. NEGOTIATION OF SUCCESSOR AGREEMENT Article 23. DURATION OF AGREEMENT 32 LETTER OF AGREEMENT #1: 33 COMMITTEE ON THE CREATION OF THE ADJUNCT FACULTY SUPPORT INFORMATION SYSTEM LETTER OF AGREEMENT #2: COMMITTEE ON ORIENTATION AND ONBOARDING 34 LETTER OF AGREEMENT #3: COMPARABLE EXPERIENCE FOR ADJUNCT FACULTY RANKS 35 LETTER OF AGREEMENT #4: 37 COMMITTEE ON THE CREATION OF AN ADJUNCT FACULTY AWARD APPENDIX A: GRIEVANCE FORM 38 APPENDIX B: NOTICE OF INTENT TO ARBITRATE 39 APPENDIX C (1): 40 APPLICATION FOR FACULTY EDUCATION FUND FOR PART-TIME FACULTY APPENDIX C (2): 41 APPLICATION FOR PROFESSIONAL DEVELOPMENT FUND FOR PART-TIME FACULTY APPENDIX C (3): 43 APPLICATION FOR HEALTH INSURANCE FUND FOR PART-TIME FACULTY PSU & AFT Agreement, 2015-20 page 3
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PROGRESSIVE SANCTIONS. The University shall adhere to the principles of 26 progressive discipline and sanctions, except when the severity of the alleged 27 offense warrants more severe action. This is a system of discipline where the 28 level or severity of a sanction increases when or if behavior or performance fails 29 to improve. Progressive Sanctions need not begin at the lowest level when the 30 alleged misconduct includes harm to others or is egregious enough to warrant 31 disciplinary action. Sanctions against bargaining unit members are generally 32 intended to be corrective and shall follow the principles of progressive discipline 33 and just cause. The same sanction may be imposed more than once where 34 appropriate.
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PROGRESSIVE SANCTIONS offense warrants more severe action. 27 This is a system of discipline where the 28 level or severity of a sanction increases when or if behavior or performance fails 29 to improve. Progressive Sanctions need not begin at the lowest level when the 30 alleged misconduct includes harm to others or is egregious enough to warrant 31 disciplinary action. Sanctions against bargaining unit members are generally 32 intended to be corrective and shall follow the principles of progressive discipline 33 and just cause. The same sanction may be imposed more than once where 34 appropriate.
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PROGRESSIVE SANCTIONS 
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Related to PROGRESSIVE SANCTIONS

  • Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:

  • Preventive Drugs When purchased at any pharmacy: Must be prescribed by a physician. See Prescription Drug section for details. $0 Not Covered

  • Joint Occupational Health and Safety Committee The Employer and the Union recognize the role of the joint Occupational Health and Safety Committee in promoting a safe and healthful workplace. The parties agree that a Joint Occupational Health and Safety Committee shall be established for each Employer covered by this Collective Agreement. The Committee shall govern itself in accordance with the provisions of the Industrial Health and Safety Regulations made pursuant to the Workers’ Compensation Act. The Committee shall be as between the Employer and the Union, with equal representation, and with each party appointing its own representatives. Representatives of the Union shall be chosen by the Union membership or appointed by the Union. All minutes of the meetings of the Joint Occupational Health & Safety Committee will be recorded in a mutually agreeable format and will be sent to the Union. The Union further agrees to actively pursue with the other Health Care Unions a Joint Union Committee for the purposes of this Article. The Employer agrees to provide or cause to be provided to Employer members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. The Union agrees to provide or cause to be provided to Union members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. Such training and orientation shall take place within six (6) months of taking office.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

  • Alcohol & Drugs I understand that the possession or consumption of alcoholic beverages or illegal substances is prohibited at all game locations and Activities hosted by the Club. I understand that by not following the rules of the game, or by playing while intoxicated, or if there is any suspicion of intoxication, I will not be allowed to play and will not receive a refund.

  • Traffic Control The Surveyor shall control traffic in and near surveying operations adequately to comply with provisions of the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI which can be found on the State’s internet site. In the event field crew personnel must divert traffic or close traveled lanes, a Traffic Control Plan based upon principles outlined in the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI shall be prepared by the Surveyor and approved by the State prior to commencement of field work. A copy of the approved plan shall be in the possession of field crew personnel on the job site at all times and shall be made available to the State’s personnel for inspection upon request.

  • Weapons (1) If the Contractor requests that its personnel performing in the USCENTCOM AOR be authorized to carry weapons for individual self-defense, the request shall be made through the Contracting Officer to the Combatant Commander, in accordance with DoD Instruction 3020.41. The Combatant Commander will determine whether to authorize in-theater contractor personnel to carry weapons and what weapons and ammunition will be allowed.

  • Study Population The study was based at the San Francisco KPNC Anal Cancer Screening Clinic. We enrolled men who were identified as positive for HIV through the Kaiser HIV registry, who were aged ≥ 18 years, who were not diag- nosed with anal cancer before enrollment, and who pro- vided informed consent. In total, 363 men were enrolled between August 2009 and June 2010. The study was reviewed and approved by the institutional review boards at KPNC and at the National Cancer Institute. All partici- pants were asked to complete a self-administered ques- tionnaire to collect risk factor information. Additional information regarding HIV status and medication, sexu- ally transmitted diseases, and histopathology results were abstracted from the KPNC clinical database. For 87 of the 271 subjects without biopsy-proven AIN2 or AIN3 at the time of enrollment, follow-up infor- mation concerning outcomes from additional clinic visits up to December 2011 was available and included in the analysis to correct for the possible imperfect sensitivity of high-resolution anoscopy (HRA).13,15 Clinical Examination, Evaluation, and Results During the clinical examination, 2 specimens were col- lected by inserting a wet flocked nylon swab16 into the anal canal up to the distal rectal vault and withdrawing with rotation and lateral pressure. Both specimens were trans- ferred to PreservCyt medium (Hologic, Bedford, Mass). A third specimen was collected for routine testing for Chla- mydia trachomatis and Neisseria gonorrhea. After specimen collection, participants underwent a digital anorectal ex- amination followed by HRA. All lesions that appeared sus- picious on HRA were biopsied and sent for routine histopathological review by KPNC pathologists, and were subsequently graded as condyloma or AIN1 through AIN3. No cancers were observed in this study population. From the first specimen, a ThinPrep slide (Hologic) was prepared for routine Xxxxxxxxxxxx staining and xxxxx- xxxxx. Two pathologists (T.D. and D.T.) reviewed the slides independently. Cytology results were reported anal- ogous to the Bethesda classification17 for cervical cytology except when otherwise noted. The following categories were used: negative for intraepithelial lesion or malig- xxxxx (NILM); ASC-US; atypical squamous cells cannot rule out high-grade squamous intraepithelial lesion (HSIL) (ASC-H); low-grade squamous intraepithelial lesion (LSIL); HSIL, favor AIN2 (HSIL-AIN2); and HSIL-AIN3. ASC-H, HSIL-AIN2, and HSIL-AIN3 were combined into a single high-grade cytology category for the current analysis. Biomarker Testing Using the residual specimen from the first collection, mtm Laboratories AG (Heidelberg, Germany) performed the p16INK4a/Ki-67 dual immunostaining (‘‘p16/Ki-67 staining’’) using their CINtec Plus cytology kit according to their specifications. A ThinPrep 2000 processor (Holo- gic) was used to prepare a slide, which then was stained according to the manufacturer’s instructions. The CINtec Plus cytology kit was then applied to the unstained cytol- ogy slide for p16/Ki-67 staining. On the second collected specimen, Roche Molecular Systems (Pleasanton, Calif) tested for HR-HPV, includ- ing separate detection of HPV-16, and HPV-18 DNA, using their cobas 4800 HPV test. To prepare DNA for the cobas test, automated sample extraction was per- formed as follows: 500 lL of the PreservCyt specimen was pipetted into a secondary tube (Falcon 5-mL polypropyl- ene round-bottom tube, which measured 12-mm-by-75- mm and was nonpyrogenic and sterile). The tube was capped, mixed by vortexing, uncapped, placed on the x-480 specimen rack, and loaded onto the x-480 sample extraction module of the cobas 4800 system. The x-480 extraction module then inputs 400 lL of this material into the specimen preparation process. The extracted DNA was then tested as previously described.16 NorChip AS (Klokkarstua, Norway) also tested the second specimen for HPV-16, -18, -31, -33, and -45 HPV E6/E7 mRNA using their PreTect HPV-Proofer assay according to their specifications. All testing was per- formed masked to the results of the other assays, clinical outcomes, and patient characteristics.

  • Firearms The Resident agrees to comply with University policy which states that firearms are not allowed on University property, and acknowledges that California Penal Code section 626.9 prohibits the possession of firearms on University of California property.

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