Recommendation of Disciplinary Action Sample Clauses

Recommendation of Disciplinary Action. Notice The Superintendent shall recommend the disciplinary action to be taken against a permanent classified unit member to the Governing Board. The unit member shall be entitled to a hearing before the Governing Board prior to imposition of disciplinary action. The hearing shall be held within a reasonable period of time, but not less than five (5) work days after the filing of a request for a hearing. The Superintendent shall serve written notice on the unit member, either by personal service or by certified mail. Said notice shall contain a statement of the specific charges against the unit member, including:
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Recommendation of Disciplinary Action. NOTICE The Superintendent shall recommend the disciplinary action to be taken against a permanent classified unit member to the Governing Board. The unit member shall be entitled to a hearing before the Governing Board or hearing officer prior to imposition of disciplinary action. It is within the Board’s discretion to either conduct the hearing itself or to delegate this duty to a hearing officer. The hearing shall be held within a reasonable period of time, but not less than five (5) work days after the filing of a request for a hearing. The Superintendent shall serve written notice on the unit member, either by personal service or by certified mail. Said notice shall contain a statement of the specific charges against the unit member, including:
Sample 1
Recommendation of Disciplinary Action. NOTICE The Superintendent shall recommend the disciplinary action to be taken against a permanent classified unit member to the Governing Board. The unit member shall be entitled to a hearing before the Governing Board prior to imposition of disciplinary action. The hearing shall be held within a reasonable period of time, but not less than five (5) work days after the filing of a request for a hearing. The Superintendent shall serve written notice on the unit member, either by personal service or by certified mail. Said notice shall contain a statement of the specific charges against the unit member, including:
Sample 1
Recommendation of Disciplinary Action. The District is not required to follow progressive discipline in the event the District believes the employee’s actions do not warrant progressive discipline. In such exceptions, the District has the burden to establish that the recognized process of progressive discipline need not be applied. All warning notices shall be reduced to writing and hand delivered to the affected employee. Such notices may be sent by certified mail to the employee’s last known address if no other reasonable means of serving is available.
Sample 1

Related to Recommendation of Disciplinary Action

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • Record of Disciplinary Action (a) The Employer 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.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • 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.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

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