Suspension, Demotion, Dismissal Sample Clauses

Suspension, Demotion, Dismissal. Employee may not grieve Notice of Unsatisfactory Service which relates to a recommendation for a suspension, demotion or dismissal (See Performance Evaluation Procedure, Article 15.E.
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Suspension, Demotion, Dismissal. The District reserves the right to suspend, demote or dismiss for good cause any employee for unsatisfactory performance or misconduct. When an employee is required to meet regarding an investigation which may lead to discipline, the employee shall be informed of their right to representation. Suspension, demotion or dismissal as disciplinary action, shall follow procedural due process in that the disciplinary action will be progressive, corrective or legal. However, if the District determines flagrant misconduct or gross insubordination has occurred, the District may place the employee immediately on paid administrative leave until such charges are investigated. During the paid administrative leave, the District may direct the employee to report to investigatory or due process meetings during normal business hours and the employee must be available to attend. Paid administrative leave will continue until the charges are investigated by the Human Resources Director and the findings of the charges and recommended decision have been presented to the employee and their representative. Should the employee be cleared of the charges and reinstated, all documentation, materials and records relating to the charges and investigation shall be removed from the file and destroyed. If the charges are found to be true, the District may proceed with appropriated disciplinary action. Documentation in this case will be preserved. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees, students or the public. The previous work record of the employee will be considered. When the District determines that the job performance or conduct of an employee is such that dismissal is necessary, the employee may elect to be given a pre-termination hearing before the District Superintendent or designee. If the decision of the Superintendent or designee is to dismiss, the employee may elect to proceed to a post-termination hearing before the District Board. Use of this article precludes use of the grievance procedure unless the grievance is on failure to follow this article's guidelines. The provisions of this article do not apply to employees who has not completed the six- month probationary period. Any classified employee who is terminated or demoted, has a right to have a hearing before the school board under ORS 332.544.
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Suspension, Demotion, Dismissal. Subject to the Hearings and Appeals Procedures specified in section D below, the CITY may: Impose a suspension without pay upon an employee when, in his/her judgment, such action will best serve the interests of the CITY. Such suspension shall, however, not exceed a period of thirty (30) working days except that if the suspension is imposed because of an employee’s trial by a court of law, the suspension may extend to such time as that court has rendered its decision.
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Suspension, Demotion, Dismissal. No employee covered by this Agreement shall be arbitrarily and/or capriciously suspended, demoted or dismissed. The Village Board will provide a written notice within ten (10) days of its disciplinary decision to any employee who has been subject to disciplinary action. A copy of the notice will be sent to the Union Xxxxxxx.
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Suspension, Demotion, Dismissal. Subject to the Hearings and Appeals Procedures specified in Section 11.4.2 the City may: 11.3.6.1 Impose a suspension without pay upon an employee when, in his/her judgment, such action will best serve the interests of the City. Such suspension shall, however, not exceed a period of thirty (30) working days except that if the suspension is imposed because of an employee's trial by a court of law, the suspension may extend to such time as that court has rendered its decision. Suspension of less than two (2) days is subject to appeal to the City Manager or City Manager designee mutually agreeable to employee and City Manager within five (5) working days. The City Manager or designee will render a decision within thirty (30) calendar days and said decision shall be final. The employee may respond in writing within ten (10) working days and have the response attached to the notice of suspension. 11.3.6.2 Demote a regular employee to a position in a lower class with an appropriate reduction in pay or a reduction in pay step, for reasons including, but not limited to, unsatisfactory performance. 11.3.6.3 Dismiss for cause any regular employee. 11.3.6.4 Only discipline involving suspension, demotion, or dismissal is subject to an appeal.
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Suspension, Demotion, Dismissal. The following procedures shall be utilized in giving a Notice of Unsatisfactory Service to an employee that may result in suspension, demotion, or dismissal.
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Related to Suspension, Demotion, Dismissal

  • Contract Termination; Debarment A breach of the contract clauses in paragraph 1 through 10 of this section may be grounds for termination of the contract, and for debarment as a contractor and a subcontractor as provided in 29 CFR 5.12.

  • SUSPENSION & TERMINATION FOR DEFAULT Enterprise Services may suspend Contractor’s operations under this Master Contract immediately by written cure notice of any default. Suspension shall continue until the default is remedied to Enterprise Services’ reasonable satisfaction; Provided, however, that, if after thirty (30) days from such a suspension notice, Contractor remains in default, Enterprise Services may terminate Contractor’s rights under this Master Contract. All of Contractor’s obligations to Enterprise Services and Purchasers survive termination of Contractor’s rights under this Master Contract, until such obligations have been fulfilled.

  • Voluntary Termination for Good Reason “Voluntary Termination for Good Reason” shall mean the Employee voluntarily resigns after the occurrence of any of the following (i) without the Employee’s express written consent, a material reduction of the Employee’s duties, title, authority or responsibilities, relative to the Employee’s duties, title, authority or responsibilities as in effect immediately prior to such reduction, or the assignment to Employee of such reduced duties, title, authority or responsibilities; provided, however, that a reduction in duties, title, authority or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Senior Vice-President of a business unit of the Company remains as such following a Change of Control) shall not by itself constitute grounds for a “Voluntary Termination for Good Reason;” (ii) without the Employee’s express written consent, a material reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) a reduction by the Company in the base salary of the Employee as in effect immediately prior to such reduction; (iv) a material reduction by the Company in the aggregate level of employee benefits, including bonuses, to which the Employee was entitled immediately prior to such reduction with the result that the Employee’s aggregate benefits package is materially reduced (other than a reduction that generally applies to Company employees); (v) the relocation of the Employee to a facility or a location more than thirty-five (35) miles from the Employee’s then present location, without the Employee’s express written consent; (vi) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 7(a) below; or (vii) any act or set of facts or circumstances which would, under California case law or statute constitute a constructive termination of the Employee.

  • Termination for Cause or Voluntary Termination If the Executive’s employment terminates pursuant to Section 6(c) [For Cause] or Section 6

  • Termination for Cause; Voluntary Termination (a) The Company may terminate the Executive’s employment hereunder at any time for Cause upon written notice to the Executive. The Executive may voluntarily terminate his employment hereunder at any time without Good Reason upon sixty (60) days prior written notice to the Company; provided, however, the Company reserves the right, upon written notice to the Executive, to accept the Executive’s notice of resignation and to accelerate such notice and make the Executive’s resignation effective immediately, or on such other date prior to Executive’s intended last day of work as the Company deems appropriate. It is understood and agreed that the Company’s election to accelerate Executive’s notice of resignation shall not be deemed a termination by the Company without Cause for purposes of Section 4.1 of this Agreement or otherwise or constitute Good Reason (as defined in Section 4.1) for purposes of Section 4.1 of this Agreement or otherwise. (b) If the Executive’s employment is terminated pursuant to Section 4.2(a), the Executive shall, in full discharge of all of the Company’s obligations to the Executive, be entitled to receive, and the Company’s sole obligation under this Agreement or otherwise shall be to pay or provide to the Executive, the following (collectively, the “Accrued Obligations”): (i) the Executive’s earned, but unpaid, Base Salary through the final date of the Executive’s employment by the Company (the “Termination Date”), payable in accordance with the Company’s standard payroll practices; (ii) the Executive’s accrued, but unused, vacation (in accordance with the Company’s policies); (iii) expenses reimbursable under Section 3.2 above incurred on or prior to the Termination Date but not yet reimbursed; and (iv) any amounts or benefits that are vested amounts or vested benefits or that the Executive is otherwise entitled to receive under any plan, program, policy or practice (with the exception of those, if any, relating to severance) on the Termination Date, in accordance with such plan, program, policy, or practice.

  • Termination for Cause or Resignation without Good Reason If, during the Term of this Agreement, Executive’s employment is terminated by the Company for Cause, or Executive resigns his employment hereunder without Good Reason, the Company shall pay Executive the Termination Amounts, less standard deductions and withholdings. The Company shall thereafter have no further obligations to Executive under this Agreement, except as otherwise provided by law.

  • Termination for Cause with Notice to Cure Requirement Contractor may terminate this contract for the Department’s failure to perform any of its duties under this contract after giving the Department written notice of the failure. The written notice must demand performance of the stated failure within a specified period of time of not less than 30 days. If the demanded performance is not completed within the specified period, the termination is effective at the end of the specified period.

  • Notice of Voluntary Termination Promptly upon the filing thereof, copies of any Form 5310, or any successor or equivalent form to Form 5310, filed with the PBGC in connection with the termination of any Plan.

  • Cure Period Prior to any claim for default being made, either the Buyer or Seller will have an opportunity to cure any alleged default. If either Buyer or Seller fails to comply with any provision of this Agreement, the other party will deliver written notice to the non- complying party specifying such non-compliance. The non-complying party shall have calendar days after delivery of such notice to cure the non-compliance.

  • Cause and Voluntary Termination If, during the Employment Period, the Executive's employment shall be terminated for Cause or voluntarily terminated by the Executive (other than on account of Good Reason following a Change of Control), the Company shall pay the Executive (i) the Earned Salary in cash in a single lump sum as soon as practicable, but in no event more than 10 days, following the Date of Termination, and (ii) the Accrued Obligations in accordance with the terms of the applicable plan, program or arrangement.

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