SUSPENSION OF EMPLOYEE Sample Clauses

SUSPENSION OF EMPLOYEE. 12.1 Following consultation between the Board and CFS, it may be appropriate to limit the investigation to disciplinary/civil recovery action. If so, the following outline the actions to be followed: a) Where the allegation refers to an employee, the Finance Director will seek advice from the Human Resources Director on suspension or redeployment. b) Where the allegation is in respect of a director, the Chair of the Audit Committee/ Chair of the Board will involve the Human Resources Director, where appropriate, in making any decision regarding suspension. 12.2 Where consultation between the Board and CFS conclude that a criminal investigation is required, the FLO/ Finance Director/ Human Resources Director should consider whether/when to suspend the employee(s) subject to the investigation, pending the outcome. This should be carried out in line with the Once for Scotland policies. 12.3 Suspension is not a disciplinary sanction but a neutral act and would normally only be considered where the behaviour alleged would, if proved, constitute an offence of a serious nature and time is needed to investigate the circumstances further. When taking action to suspend an employee it is important to communicate the reason for taking the action, against which there is no appeal. 12.4 The employee should be advised that they will receive full pay whilst on suspension, and should not return to the workplace nor contact their colleagues about the allegations until such time as allowed to do so by their employer. 12.5 Where there is to be an investigation by CFS, the Board must consult CFS prior to suspending any member of staff. CFS will not take any part in the decision as to whether or not suspension is appropriate, but instead would seek to be in a position to make recommendations about the timing of the suspension in the interest of securing the integrity of any potential evidence. 12.6 For example, if the alleged offence concerned conduct within NHS premises, such as payroll fraud or improper application of tendering regulations, and the decision to suspend had been taken, CFS may recommend that the individual be escorted from the premises in order that evidence could not be tampered with. If, however, the allegation concerned the theft of property, CFS may recommend that it is more appropriate to reasonably delay the suspension in order to enable the searching (under warrant) of the home or premises of the individual concerned.
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SUSPENSION OF EMPLOYEE. 2.1.5.1 For misdemeanours warranting action less than dismissal, the employer may suspend without pay an employee for a maximum of 10 working days. 2.1.5.2 Any dispute in respect of this Clause shall be dealt with by reference to clause 2.1.3. 2.1.5.3 No period during which a stoppage takes place over a suspension shall count as part of the period of suspension.
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SUSPENSION OF EMPLOYEE. (a) Where, after hearing the employee, the supervisor considers that a breach of discipline is sufficiently serious to warrant it, the supervisor may suspend an employee without pay. (b) The suspended employee will clock off and leave the plant immediately. (c) The period of such initial suspension shall be only to cover the interval needed for the arranging of a formal hearing by the departmental or Production Manager. Normally this is held on the next day though in some cases, eg. on weekends, it may have to be the next working day for day workers. (d) Arrangements for such formal hearings will normally be made through the Operations Manager and the employee shall be advised that the employee has the right to have a witness present. (e) If the departmental or Production Manager finds that there was no breach of discipline or that the breach was too minor to warrant suspension, then the employee shall be paid the rate for the working time lost as a result of the suspension. (f) If the departmental or Production Manager finds the breach to have occurred, they may in lieu of other disciplinary action, suspend the employee without pay for a specified period. (g) The Employee may appeal to the Operations Manager against the suspension imposed by the departmental or Production Manager in the same way as it may against any other disciplinary action.
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SUSPENSION OF EMPLOYEE. The Company may suspend the Employee on full pay for any period if the Company considers it in the best interests of the Company to do so.
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SUSPENSION OF EMPLOYEE. The Employer may, at its discretion, suspend the Employee from duties on full pay in order to investigate whether any alleged misconduct or serious breach of this Agreement by the Employee or Cause (as defined below) has occurred.
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SUSPENSION OF EMPLOYEE. The employer may at any time before or after charging an employee with misconduct, suspend the employee from duty on such conditions as the employer may determine. The employer will inform the employee in writing of his suspension, the reasons for his suspension, and whether his suspension will be with or without pay.
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Related to SUSPENSION OF EMPLOYEE

  • Suspension of Employment If the Employee is suspended and/or temporarily prohibited from participating in the conduct of the Bank's affairs by a notice served under Section 8(e)(3) or (g)(1) of the FDIA (12 U.S.C. 1818(e)(3) and (g)(1)), the Bank's obligations under the Agreement shall be suspended as of the date of service, unless stayed by appropriate proceedings. If the charges in the notice are dismissed, the Bank shall, (i) pay the Employee all or part of the compensation withheld while its contract obligations were suspended and (ii) reinstate any of its obligations which were suspended.

  • Compensation of Employee Employer shall pay Employee, and Employee shall accept from Employer, in full payment for Employee's services hereunder, compensation as follows:

  • Cessation of Employment In the event Executive shall cease to be employed by the Company for any reason, then Executive's compensation and benefits shall cease on the date of such event, except as otherwise provided herein or in any applicable employee benefit plan or program.

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • Duration of Employment 5.1 A seafarer shall be engaged for the period specified in Appendix 1 to this Agreement and such period may be extended or reduced by the amount shown in Appendix 1 for operational convenience. The employment shall be automatically terminated upon the terms of this Agreement at the first arrival of the ship in port after expiration of that period, unless the Company operates a permanent employment system.

  • Location of Employment The Executive's principal place of business shall continue to be at the Company's headquarters to be located within thirty (30) miles of Doylestown, Pennsylvania; provided, that the Executive acknowledges and agrees that the performance by the Executive of his duties shall require frequent travel including, without limitation, overseas travel from time to time.

  • Suspension of Service (a) SORACOM may suspend provision of the SORACOM Private Network Service if: (i) there are unavoidable reasons requiring maintenance or construction of SORACOM’s Telecommunications Facility or system; (ii) a telecommunication carrier suspends provision of telecommunication services to SORACOM; (iii) a cloud service provider suspends provision of cloud services to SORACOM; or (iv) SORACOM changes the Subscriber ID under Section 3.4(b). (b) If SORACOM suspends the provision of the SORACOM Private Network Service according Section 5.4(a), SORACOM will announce such suspension on SORACOM’s website in advance except in cases of urgent necessity.

  • Separation of Employment (a) If an employee is discharged he shall be paid in full for all monies owing him on the date of his discharge. If an employee quits the Employer may withhold payment for five (5) calendar days. (b) The Employer shall give a Record of Employment Certificate to any employee who separates from employment for at least seven (7) days for any reason within five (5) days of the last day worked, or terminates.

  • Restriction of Employee Status The status of all employees covered by this Agreement shall be defined under one of the preceding three (3) definitions. If a dispute arises over the proper allocation of employee status, such dispute shall be resolved through Article 9.04

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