Stages in the Formal Disciplinary Procedure Sample Clauses

Stages in the Formal Disciplinary Procedure. While the formal disciplinary procedure will normally be operated on a progressive basis, in the event that a serious case of misconduct is upheld, the Disciplinary Hearing Manager may bypass earlier stages of the formal disciplinary procedure and apply a disciplinary sanction commensurate to the nature and seriousness of the misconduct. The factors to be taken into consideration when deciding upon the stage of a formal disciplinary sanction to be applied are:  the nature and seriousness of the misconduct;  the employee’s current disciplinary and service record;  special mitigating circumstances which might make it appropriate to adjust the severity of the sanction. Stage One – First Written Warning An employee whose conduct/performance falls below the required standards will normally be issued with a First Written Warning for a period of six months. The First Written Warning will give details of the misconduct, the improvements required, the timescale for improvement and the right of appeal. The employee will be advised that the warning constitutes the first stage of the formal disciplinary procedure and failure to improve within the timescale may result in further disciplinary action under the appropriate stage of the formal disciplinary procedure. A record of the First Written Warning will remain on the employee’s personnel file for a period of two years but will be disregarded for disciplinary purposes after six months provided that the Company is satisfied with the employee’s conduct/performance. Stage Two – Second Written Warning If the employee fails to make the necessary improvements within the required timescale, or where the misconduct is regarded as more serious, the employee will be issued with a Second Written Warning for a period of twelve months. The Second Written Warning will give details of the misconduct, the improvements required, the timescale for improvement and the right of appeal. The employee will also be advised that failure to improve within the required timescale may result in further disciplinary action under the appropriate stage of the formal disciplinary procedure. A record of the Second Written Warning will remain on the employee’s personnel file for a period of two years but will be disregarded for disciplinary purposes after twelve months provided that the Company is satisfied with the employee’s conduct/performance.
Sample 1
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Related to Stages in the Formal Disciplinary Procedure

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Proceedings Any disciplinary, peer review or professional review investigation, proceeding or action instituted by any licensure board, hospital, medical school, physical therapy school, health care facility or entity, professional society or association, third party payor, peer review or professional review committee or body, or governmental agency;

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • Formal Procedure No different or additional Work or contractual obligations will be authorized or performed unless contemplated within the Scope of Work and memorialized in an amendment or modification of the Contract that is executed in compliance with this Article. No waiver of any term, covenant, or condition of the Contract will be valid unless executed in compliance with this Article. Contractor will not be entitled to payment for Work that is not authorized by a properly executed Contract amendment or modification, or through the express written authorization of HHSC. Any changes to the Contract that results in a change to either the term, fees, or significantly impacting the obligations of the parties to the Contract must be effectuated by a formal Amendment to the Contract. Such Amendment must be signed by the appropriate and duly authorized representative of each party in order to have any effect.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

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