Resignation in Lieu of Disciplinary Action Sample Clauses

Resignation in Lieu of Disciplinary Action. When a decision is made to permit an employee to resign in lieu of dismissal, the employee must submit a resignation in writing. Such written resignation shall be held for 24 hours or eight business office hours, whichever is greater, after which it shall become final and effective as of the time when originally submitted, unless retracted during the 24-hour period. This provision applies only when a resignation is accepted in lieu of dismissal and the employee has been advised he/she will be dismissed in the absence of the resignation. Acceptance of such resignation in lieu of dismissal shall be at the sole discretion of the Employer and, when accepted, the resignation and matters related thereto shall not be grievable.
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Resignation in Lieu of Disciplinary Action. 13 Where a decision is made to permit an employee to resign in lieu of dismissal, the 14 employee must submit a resignation in writing. This resignation shall be held for twenty- 15 four (24) hours after which it shall become final and effective as of the time when originally 16 given unless retracted during the twenty-four (24) hour period. This rule applies only when
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Resignation in Lieu of Disciplinary Action. 32 Where a decision is made to permit an employee to resign in lieu of dismissal, the 33 employee must submit a resignation in writing. This resignation shall be held for 34 twenty-four (24) hours after which it shall become final and effective as of the time 35 when originally given unless retracted during the twenty-four (24) hour period. This 36 rule applies only when a resignation is accepted in lieu of dismissal and the employee 37 shall have been told in the presence of a Representative that he/she will be terminated 38 in the absence of the resignation. The offer of such resignation in lieu of dismissal 39 shall be at the sole discretion of the Employer and the resignation and matters related 40 thereto shall not be grieved.
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Resignation in Lieu of Disciplinary Action. When a decision is made to permit an employee to resign in lieu of dismissal, the employee must submit a resignation in writing. Such
Sample 1

Related to Resignation in Lieu of Disciplinary Action

  • 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.

  • 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.

  • 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

  • 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 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.

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

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

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