SEVERANCE OF EMPLOYMENT. A new employee or an employee who is laid off, discharged or quits is to be allowed the vacation benefit to which he is entitled under Section 7.4 above, prorated according to his months of service; for example, one (1) month = 1/12th; three (3) months = 3/12ths; ten (10) Months = 10/12ths; etc. Employees discharged for cause shall not be eligible for pro rata vacation.
SEVERANCE OF EMPLOYMENT. 12.1 No employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal
12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior to such disciplinary action being imposed. Employees, upon request, shall have the right to have a representative of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have the right to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 shall not be covered by this Section.
12.3 Discipline, to be considered valid, shall be issued in writing within ten (10) working days after the occurrence, or knowledge of the occurrence, of the violation claimed by the Employer within such notice of discipline. Notices of discipline shall be faxed to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length of the extension.
12.3.1 Written reprimands shall be removed from the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file.
12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information relate...
SEVERANCE OF EMPLOYMENT. Unless expressly provided otherwise in this Agreement, Options shall (a) terminate six months after severance of employment with the Company and all Affiliates for any reason other than for reasons of death, Retirement, or Disability and (b) be exercisable only to the extent such Options are exercisable at the time of the Employee’s severance of employment; provided, however, that in no event will the Option be exercisable after the Expiration Date. Whether authorized leave of absence or absence on military or government service shall constitute severance of the employment of the Employee shall be determined by the Committee at that time.
SEVERANCE OF EMPLOYMENT. 18.1 It is an expectation that a member severing employment will submit a letter of resignation or retirement, with not less than thirty calendar days’ notice, to their immediate supervisor with a copy to the Department of Human Resources. Any separation prior to the completion of the employee’s current contract is at the discretion of the Superintendent. Exceptions must be approved by the Superintendent. Consideration will be given by the Superintendent for promotion opportunities.
SEVERANCE OF EMPLOYMENT. 16 ARTICLE XVIII – DURATION 17 APPENDICES
SEVERANCE OF EMPLOYMENT. 20 ARTICLE XVIII – ADMINISTRATIVE MENTORING AND COACHING 20
SEVERANCE OF EMPLOYMENT. Section 17.1 Notification It is an expectation that employees severing employment through resignation or retirement will submit a letter of resignation or an employment severance form to their immediate supervisor with a copy to the Human Resources Office with at least four (4) weeks’ notice provided and completion of priority assignments. Exceptions must be approved by the Superintendent.
Section 17.2 Terminal Pay
A. Employees presently employed at the time of retirement or death while under contract shall receive terminal pay at the rate of forty percent (40%) of the accumulated sick leave at final hourly per diem and one hundred percent (100%) for up to 40 (forty) days of accumulated annual leave at the final hourly per diem. To be eligible for sick leave pay out, the employee must have served ten (10) years with Xxxxxxxxx County Public Schools (FCPS). Upon death, employees shall receive this benefit regardless of years of service.
B. Any unused personal days shall be counted as sick leave upon the employee's retirement or death.
SEVERANCE OF EMPLOYMENT. 13.01 Severance of employment for Camerapersons hired on a weekly basis, shall be one (1) week notice in writing, or in lieu of such notice shall be one (1) week’s salary. Other than scheduled termination, severance shall only be for gross incompetence in the performance of the Cameraperson's duty or duties and the onus of proof shall rest on the Company.
13.02 In the event of the death of a Cameraperson, the Company shall pay to whomever said Cameraperson may have designated in writing to the Company or if no such designation has been made, to the Cameraperson's estate, an amount equal to the amount of severance pay such Cameraperson would have received had he been discharged on the date of his death.
SEVERANCE OF EMPLOYMENT. Except for voluntary resignation, retirement or expiration/termination of contract of employment, employment shall be terminated only for just cause and after observance of due process of law.
SEVERANCE OF EMPLOYMENT. 11.1 The Employer shall not discipline any regular employee without just cause. Just cause for immediate suspension or discharge shall be limited to gross insubordination, drunkenness on the job, proven dishonesty or issues of parallel magnitude.
11.2 The Employer shall give to the employees at least one (1) written warning notice of complaint, except as limited in Article 11.
1. All copies of discipline shall be forwarded to the Union. A copy of the written notice of complaint shall not remain in effect for a period of more than six (6) months from the date of said warning notice. Notices of discipline, to be considered as valid, must be issued within ten (10) working days after the occurrence of the violation claimed by the Employer in such notice.
11.3 Disciplinary action or measures by the Employer shall be limited to verbal reprimand; written reprimand; suspension without pay; and discharge.
