Review of Discipline Sample Clauses

Review of Discipline. In no case may a supervisor impose suspension or discharge upon an employee unless the proposed disciplinary action by the supervisor has first been reviewed and concurred in by the installation head or designee. In post offices of twenty (20) or less employees, or where there is no higher level supervisor than the supervisor who proposes to initiate suspension or discharge, the proposed dis- ciplinary action shall first be reviewed and concurred in by a higher authority outside such installation or post office before any proposed disciplinary action is taken.
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Review of Discipline. Before conducting an investigative interview that may result in the employee being formally disciplined, the COO or designee must advise the Union and employee of his/her right to Union representation. Any formal discipline shall not be imposed unless the COO or designee reviewed and concurred with the action, in writing. Discipline by the eBART COO or designee is intended to be corrective rather than punitive, and shall be initiated promptly. Employees shall have the right to Union Representation at each step of the disciplinary process. Progressive discipline shall be applied using the following steps:
Review of Discipline. (A) Warnings, reprimands or suspensions may be appealed through the School's grievance procedure for civil service employees (hereinafter referred to as "the School's grievance procedure"), as it may from time to time be amended, or through the grievance and arbitration provision contained herein. Demotions, discharges and the definition of seniority may be appealed pursuant to the State Universities Civil Service System Statute and Rules, as they may from time to time be amended, or through the grievance and arbitration provision contained herein. (B) The grievance and arbitration procedure under Article III and an appeal pursuant to the State Universities Civil Service System Statute and Rules or through the School's grievance procedure are mutually exclusive and no relief shall be available under the contractual grievance procedure for any action appealed through the School's grievance procedure or appealed pursuant to the State Universities Civil Service System Statute and Rules or vice versa. Furthermore, the parties agree that the filing of a grievance under this Agreement shall act as a specific waiver by the involved employee(s) of the right to challenge the same action pursuant to the State Universities Civil Service System Statute and Rules or the School's grievance procedure. Filing an appeal pursuant to the State Universities Civil Service System Statute and Rules or the School's grievance procedure shall act as a specific waiver by the involved employee(s) of the right to challenge the same action under the contractual grievance procedure. A request for review of a discharge through the State Universities Civil Service System Statute and Rules shall act as a specific waiver by the employee(s) of the right to challenge the discharge and any subsequent suspension imposed in lieu of the discharge if the suspension is imposed for the same conduct, through the grievance and arbitration provisions of this Agreement. A waiver form shall be provided by the employer and shall be signed by the employee(s) involved and the employer.
Review of Discipline. Any grievance filed as a result of this section shall be initiated at Step 2 of the Grievance Procedure, and shall be filed within ten (10) working days from the day upon which the employee was notified of the imposed discipline.
Review of Discipline. Subject to the limitations noted below, nothing contained in this Article, nor any actions taken thereafter, nor any discipline imposed upon an employee, nor any just cause, due process or contractual defense shall be subject to the grievance or arbitration procedures of this Agreement. This prohibition shall not apply to the following disciplinary actions: suspensions of more than 30 days, cumulative suspension of more than 45 days, and discharges, may be reviewed in accordance with the following procedure: Step 1. The employee shall submit to the Chief Managing Officer a written statement that explains why they feel the disciplinary action taken was too severe and that requests specific relief. The Chief Managing Officer shall meet with the employee and Council, unless specifically waived by the employee, within five (5) working days to discuss the issue. Step 2. If the employee is not satisfied with action taken at Step 1, the matter shall be submitted to the Trial Court Administrator within five (5) working days after receipt of the decision of the Chief Managing Officer. The Trial Court Administrator shall meet with the employee and Council, unless specifically waived by the employee, within five (5) working days or as soon thereafter as possible. The Trial Court Administrator shall consider all previous written material and the employee shall be given the opportunity to present any additional matters he/she feels are relevant. The Trial Court Administrator shall respond in writing to the employee within ten (10) working days following the meeting. Step 3. If the employee is not satisfied with action taken at Step 2, the matter shall be submitted to the Presiding Judge of the County within five (5) working days after receipt of the decision of the Trial Court Administrator. The Presiding Judge of the County or his/her designee shall meet with the employee and Council, unless specifically waived by the employee, within five (5) working days or as soon thereafter as possible. The Presiding Judge or his/her designee shall consider all previous written material and the employee shall be given the opportunity to present any additional matters he/she feels are relevant. The Presiding Judge or his/her designee shall respond in writing to the employee within ten (10) working days following the meeting. Step 4. If the employee is not satisfied with action taken in Steps 1, 2 or 3, the matter may be submitted to the Chief Circuit Judge within ten (10) working d...
Review of Discipline. A In no case may a supervisor impose suspension or discharge upon an employee unless the proposed disciplinary action by the supervisor has first been reviewed and concurred in, in a signed and dated writing, by the installation head or designee. B In associate post offices of twenty (20) or less employees, or where there is no higher level supervisor than the supervisor who proposes to initiate suspension or discharge, the proposed disci- plinary action shall first be reviewed and concurred in, in a signed and dated writing, by a higher authority outside such installation or post office before any proposed disciplinary ac- tion is taken.
Review of Discipline. A grievance is hereby defined as any dispute or difference between the Employer and the Council or an employee with respect to the meaning, interpretation, or application of any of the provisions of this Agreement. A covered member has the election to appeal disciplinary action to the Fire and Police Commission or appeal through Article 19 Grievance Procedure of this Labor Agreement, but not both. If the covered member chooses an appeal through Article 19 of the Labor Agreement, the following shall apply: The parties agree that the Chief of Police (or Chief’s designee) shall have the right to implement disciplinary suspension, including termination of a covered member for just cause, without filing charges with the City’s Board of Fire and Police Commissioners. Neither the Police Chief nor the City or their agents will file charges asking the Board of Fire and Police Commissioners to impose discipline on any non-probationary bargaining unit employee; instead all such discipline shall be imposed by the Police Chief or designee. The decision of the Police Chief or Chief’s designee with respect to any suspension or dismissal action shall be deemed final, subject only to the review of said decision through the grievance and arbitration procedure. The sole recourse for appealing any such decision by the Police Chief or Chief’s designee shall be for the employee to file a grievance as described herein. If the employee elects to file a grievance as to their suspension or dismissal, the grievance shall be filed at step 3 of the procedure. No relief shall be available from the Board of Fire and Police Commissioners with respect to any matter which is subject to the grievance and arbitration procedure set forth in Article 19 of this Agreement. The parties have negotiated an alternative procedure based upon the grievance and arbitration provisions of this Agreement, and the foregoing provisions with respect to the appeal and review of suspension or discharge decisions shall be in lieu of, and shall expressly supersede and preempt, any provisions that might otherwise be Rules and Regulations of the City’s Board of Fire and Police Commissioners. Discipline of probationary officers, as well as any verbal warnings, written reprimands or written warnings shall not be subject to the grievance and arbitration procedure. If, and only if, the covered member appeals disciplinary action to the Fire and Police Commissioners, rather than appealed pursuant to Article 19 of the CBA...
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Review of Discipline. An officer may elect to have imposed or recommended discipline, except for reprimands, reviewed in accordance to the rules and regulations of the City of Monmouth Fire and Police Commission or through the grievance procedure of this Agreement. The affected officer shall notify the Chief of Police in writing within fourteen
Review of Discipline. Employees who are disciplined shall have the right to seek review of any disciplinary action through the grievance procedure (Article 5). If the employee is not satisfied with the resolution of the grievance by the City Manager at Step 3, the Union may refer the grievance to arbitration as provided in Step 4 of the grievance procedure. This shall be the exclusive method of reviewing such disciplinary action. By agreeing to this provision, the Union on behalf of all bargaining unit members, waives any rights such members may have had to have such discipline reviewed by the Board of Police and Fire Commissioners.

Related to Review of Discipline

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council 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 or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,

  • Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.

  • Forms of Discipline ‌ Discipline includes oral and written reprimands, reduction in pay, suspension, demotion, and discharge.

  • Review Procedure If the Plan Administrator denies part or all of the claim, the claimant shall have the opportunity for a full and fair review by the Plan Administrator of the denial, as follows:

  • Claims Review Population A description of the Population subject to the Claims Review.

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