Suspension Dismissal. 19.01(A) The Department Head shall have the power to dismiss any probationary employee forthwith and to suspend any employee for just cause, which just cause shall be made known to the employee, in writing, at the time of suspension.
Suspension Dismissal. NON-RETENTION
Suspension Dismissal. Student(s) with a past due tuition account is subject to suspension and dismissal unless other written arrangements have been made with the Finance Office. Signature Date
Suspension Dismissal. The decision to suspend or terminate an employee may be made by either the Board or the Superintendent. In the case of suspension, the Superintendent, or designee, shall have the authority to suspend for up to ten (10) days. Suspensions of more than ten (10) days may only be imposed by the Board. When any employee is required to appear before the Superintendent or designee concerning any matter which is disciplinary in nature, or which could adversely affect the continuation of that employee in his/her position of employment, or his/her salary or any salary pertaining thereto, the employee shall be given twenty-four (24) hours prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. Before an employee is disciplined by suspension, with or without pay or dismissal, the Administration shall conduct an investigation of the problem to determine the facts and the employee shall be given a pre-disciplinary conference with the supervisor and the administrator, or combination of administrators, responsible for that area (e.g., building principal or director). A copy of such warning will be sent to the Association. Only procedural violations of this section are subject to step 3 of the grievance procedure.
Suspension Dismissal. Participant’s parent or legal guardian will be notified of the violation, and the participant will be immediately dismissed from the program. The participant will be ineligible for acceptance to the University in the fall. This information will be forwarded to the Office of Admission. Educational or community service requirements may also be added to the above sanctions.
Suspension Dismissal. 17 The Director of Employee Relations is authorized to suspend/dismiss employees for 18 disciplinary reasons. Suspensions are without pay and may be for varying periods but 19 shall not exceed 30 days. If circumstances warrant special consideration, the employee 20 may be suspended or demoted in lieu of discharge.
Suspension Dismissal. Employees dismissed or suspended for alleged cause shall receive from the Employer written notice setting out the reason(s) for dismissal or suspension. Such notice to be provided to the employee within twenty-four (24) hours of the dismissal or suspension, and a copy shall be forwarded to the Union within ten (10) days.
Suspension Dismissal. General: The Company Board reserves the right to make decisions regarding suspensions and dismissals of company dancers on a case by case basis. Extenuating circumstances for absence/tardiness may occur (e.g. serious illness, injury/death in the immediate family, etc.) In such an event, each individual case will be determined by the Company Board. Absence: Any unexcused absence for rehearsals will result in disciplinary action at the discretion of the Company Board. A second unexcused absence may result in dismissal. Three excused absences in a season from rehearsals are allowed. A fourth excused absence will result in disciplinary action at the discretion of the Company Board. Tardiness: Three instances of unexcused tardiness will result in disciplinary action at the discretion of the Company Board. A fourth instance of unexcused tardiness may result in dismissal. Five instances of excused tardiness per season for rehearsals are allowed. A sixth instance of excused tardiness will result in disciplinary action at the discretion of the Company Board. Gig Participation: If a dancer repeatedly fails to participate in performances and competitions, s/he may be dismissed from the company. Behavior: One verbal warning will be given for unruly conduct, talking, or any behavior disruptive to the rehearsal, and/or the Choreographers/Directors. Dancers will be asked to leave in lieu of another warning. Missed rehearsal time due to disruptive behavior will count as unexcused tardiness (see Tardiness section in Article IV).
Suspension Dismissal. Reprimands shall be recorded by means of a letter to the employee with a copy to the Union. The employee's written reply to specific complaints, accusations or expressions of dissatisfaction shall be filed on his personnel file. An employee shall be allowed to peruse his own personnel file. Any response in respect to its contents shall become part of the file. The employee shall be allowed to copy any contents of the file. The employee and the Union must be given notice of any suspension without pay, and the reasons for it, in writing. A copy of the suspension notice shall be placed in the employee's file. The Supervisor shall inform an employee of any meeting involving disciplinary action. The employee has the right to Union representation. Except in the case of dismissal for gross misconduct, thirty
Suspension Dismissal. Retiring from office and Absence The General Council meeting may decide to suspend or dismiss a Board member, stating reasons for doing so, for inter alia the following reasons: − neglecting his duties or performing inadequately; − incompatibility of positions or interests; − a change in circumstances or other reasons in respect of the Board member in question, as a result of which the Consortium cannot reasonably be expected to retain the board member in office. The General Council meeting decides to suspend or dismiss a Board member by a majority of at least two thirds of the votes cast. The suspension shall end if the General Council meeting does not dismiss the Board member within a subsequent period of three months. The suspended board member will be given the opportunity to account for his actions in the General Council meeting and may be assisted by a lawyer when doing so. A decision to dismiss a Board member shall not be made until after the Board member whose dismissal will be decided on has in advance been provided with the opportunity to be heard. A board member shall furthermore cease to be in office: − as a result of his voluntary or periodical resignation; − when being declared bankrupt or being granted a suspension of payment of − debts or when the statutory debt restructuring scheme for natural persons is − declared applicable to him – provisionally or otherwise; − when he is placed under guardianship; − when an administrator is appointed over his property; − as a result of being dismissed by the district court; − as a result of his death; − due to a representative of the university member no longer being charged with the management of a member; − due to the membership of the university member with whose management the representative has been charged having ended; − due to the student board member no longer being registered with a university member. Any vacancies will as soon as possible be filled. In the event of vacancies, the Board will retain its powers. The Board is obliged to convene a membership meeting at the earliest possible moment for the purpose of discussing the vacancy or vacancies. In the event of the absence or inability to act of one or more Board members the remaining board members will temporarily be charged with the management of the Consortium. In the event of the absence or inability to act of all the Board members or of the only Board member the management will temporarily be entrusted to one or more persons to be des...
