Recommendation for termination. Recommendation for termination during the probationary period will be initiated by the Department Chairperson or Library Director in consultation with the faculty of the Department or Library. Only tenured department faculty will participate in these deliberations. The recommendation will be submitted by the Department Chairperson to the Xxxx of the College. Any department member, including the Department Chairperson, may have a dissenting opinion, clearly identified as such, either incorporated within or attached to the letter sent to the Xxxx. The recommendation will then be forwarded by the Xxxx or Library Director to the Xxxxxxx and Vice President for Academic Affairs who will report to the President. The recommendation of the President will be forwarded to the Board of Trustees which makes the final decision.
Recommendation for termination. The Administration and the Association agree that the following language shall define and apply to the P.D.E. Appeals Committee:
Recommendation for termination. 4. The member shall have the right of representation throughout the procedures of a program of assistance for improvement.
Recommendation for termination. (fifteen (15) or identified pattern*) The employee’s work history performance, and any mitigating circumstances, such as employee’s work calendar and amount of awarded hours remaining, shall be taken into consideration. *Patterns of absenteeism can include patterns of specific missed days of the week or attempts to extend weekends (e.g. missing Fridays, Mondays, payday, etc.). Employees are expected to arrive at work at their scheduled time and leave at the end of their work day at the schedule time. Arriving late or leaving prior to the end of shift shall result in a partial day absence. Three
Recommendation for termination. 16.06 Upon one (1) year from the date of issue, written reprimands shall be expugnable from an employee’s file upon written request. Upon three (3) years from the date of issue, all suspensions shall be expugnable from an employee’s file upon written request. Within thirty (30) days from the request, Human Resources shall advise the employee whether or not the discipline has been removed. In considering whether or not to remove the discipline, management shall consider the nature of the offense, the length of time since the offense, and whether there has been a reoccurrence of any like and similar offense. A denial of an employee’s request and/or a failure by management to respond after 30 days may be subject to the grievance procedure.
