Suspension With or Without Pay Sample Clauses

Suspension With or Without Pay. The suspension shall take effect upon notification by the Superintendent to the employee along with the reason for the suspension. Salary withholding for suspension without pay shall not take place until acquiescence of the employee or after all administrative remedies, including arbitration, have been exhausted.
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Suspension With or Without Pay. A loss of pay for a total period of time not to exceed twenty (20) days within one calendar year, except for periods of time needed to comply with due process. The length of suspension shall correlate with the severity of misconduct.
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Suspension With or Without Pay. 1. The Superintendent, or his/her designee, is authorized to suspend with or without pay for up to five (5) school days, any staff member, for any one (1) or more of the following reasons: a. Incompetency. b. Cruelty. c. Negligence. d. Immorality.
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Suspension With or Without Pay. If, despite previous warnings, a teacher still fails to reach the required standards in the specified time frame, the employee may be suspended with or without pay from one to twenty days. The District may elect to suspend pending discharge.
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Suspension With or Without Pay. The Employer may suspend Employees with or without pay, whilst allegations of serious misconduct are being investigated. If an employee is suspended without pay and the allegation of serious misconduct is not substantiated by an investigation, the Employee concerned will be paid as if he or she had been at work during the period of suspension.
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Suspension With or Without Pay. Receipt of a second written 6 reprimand within a two-year (2-year) period of time shall constitute 7 grounds for suspension with or without pay subject to the disciplinary
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Suspension With or Without Pay. Suspension shall be preceded by a hearing before the Superintendent in which the employee shall be given reasons and the evidence which supports the reasons for the suspension and the opportunity to respond verbally and/or in writing. Written reasons and supporting evidence shall be provided to the employee as soon as reasonable. The employee may be represented at the hearing. No employee shall be suspended without just cause, except when the suspension is with pay for investigatory purposes. If an employee is suspended without pay, the suspension shall be subject to the grievance procedure. In an arbitration arising out of grievance on a suspension, the arbitrator's authority shall be limited to sustaining, modifying or reversing the Board's decision. If the arbitrator reverses the Board's decision, his/her remedial authority is limited to ordering the Board to remove the suspension from the employee's personnel file with a back pay award not to exceed the employee's compensation for the actual workdays missed as a result of the suspension. This provision shall not apply to suspensions, with or without pay preceding dismissal of the employee as provided by Section 24-12 of The School Code.
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Suspension With or Without Pay. If the unit member does not respond to the written reprimand (the unsatisfactory work performance or unacceptable conduct outlined in the Notice of Discipline – Written Reprimand continues) the reporting Cabinet Member may propose a serious penalty affecting the member’s professional remuneration in the form of an unpaid suspension from work for such variable periods of time, as days, weeks, months, a semester or semesters, not to exceed to one (1) academic year. The reporting Cabinet Member will conduct a meeting with the unit member and present him or her with a written Notice of Discipline – Suspension, to inform him or her of the reasons for the proposed suspension, the duration thereof, and whether such leave is paid or unpaid. The unit member has the right to representation at the meeting by a Grievance committee representative of the Professional Association. The unit member will acknowledge receipt of the “Notice of Discipline – Suspension” by signing the document. The unit member shall be allowed no less then fifteen (15) working days to answer the same in writing. The Cabinet Member will review the unit member’s responding statement and make a final recommendation for disciplinary suspension to the President of the College within fifteen (15) working days from receipt of the unit member’s responding statement. A copy of the Cabinet Member’s final recommendation for disciplinary suspension will be sent to the unit member and to the President of the Professional Association. Suspensions without pay are subject to the full Disciplinary Procedures found in Section C of this Article, including appeal to the Board of Trustees.
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Related to Suspension With or Without Pay

  • Suspension Without Pay If Employee is suspended and/or temporarily prohibited from participating in the conduct of the Employer’s affairs by a notice served under Section 8(e)(3) or (g)(1) of the Federal Deposit Insurance Act, the Employer’s obligations under this Agreement will be suspended as of the date of service thereof, unless stayed by appropriate proceedings. If the charges in such notice are dismissed, the Employer may in its discretion: (a) pay Employee all or part of the compensation withheld while its contract obligations were suspended; and/or (b) reinstate (in whole or in part) any of its obligations which were suspended.

  • OTHER LEAVE WITH OR WITHOUT PAY 17.01 In respect to applications for leave made pursuant to this Article, the employee may be required to provide satisfactory validation of the circumstances necessitating such requests.

  • Leave With or Without Pay for Other Reasons At its discretion, the Employer may grant: (a) leave with pay when circumstances not directly attributable to the employee prevent his reporting for duty. Such leave shall not be unreasonable withheld; (b) leave with or without pay for purposes other than those specified in this Agreement.

  • Leave Without Pay An employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the employee has worked during the fortnight ending on the day on which the holiday is observed.

  • Without Pay where an employee participates in a program of training for the purpose of qualifying for a higher rank; or

  • Suspension with Pay (a) The employer may direct an employee to not attend work and not to undertake any of the employee’s work duties at any time, provided that the employer provides the employee with payment at the employee’s base rate of pay for rostered shifts during the period of suspension. (b) The circumstances in which the employer may give the employee such a direction include, but are not limited to, circumstances in which the employer is carrying out an investigation into allegations of misconduct. (c) Where an employee has been suspended and the reason for the suspension has not been substantiated by the employer, any shortfall in the employee's earnings for the suspension period shall be made up by the employer equal to the amount the employee would have earned, had they worked the shifts they missed due to being suspended.

  • Termination without Notice The Employer may terminate an Employee’s employment without notice if the Employee engages in serious misconduct.

  • Leaves Without Pay A. Military leave shall be granted in accordance with statutory requirements and University policy. B. Appearance as an individual rather than as an officer or an employee of the University, whether voluntary or in response to a legal order, to appear and testify in private litigation. If an employee has vacation or compensatory time off available to use, the employee may choose to use that leave for this purpose. C. In accordance with the Family Medical Leave Act, an employee shall be granted up to twelve (12) weeks unpaid leave to care for a family member. During this period of time, the Employer shall continue to make the Employer's contribution to the employee's health insurance as though the employee were on payroll. An employee may also be eligible to use sick leave under the provisions of Article 17. D. An employee shall be granted up to sixteen (16) hours unpaid time per year for business connected to children's schooling (i.e., conferences). If an employee has vacation or compensatory time off available to use, the employee may choose to use that leave for this purpose. E. Other personal leaves may be granted at any time to any employee for any period of time for personal purposes with department head approval. This leave may include personal unpaid educational leave to attend a University educational program leading toward a University degree. Should more than one (1) employee in a work location request personal leave at the same time and staffing not allow approval of more than one (1) employee on leave, the employee with the most University Seniority shall get the leave. However, personal or educational leave may be denied if other previously approved leaves do not allow staffing flexibility to grant additional leaves.

  • Termination With or Without Cause Notwithstanding any provision to the contrary in this Agreement, the Authority shall have the right to terminate this Agreement without cause by providing the Consultant thirty (30) days’ notice by registered mail, return receipt requested, or overnight express mail. Any provisions of this Agreement which expressly or by implication are intended to survive its termination or expiration will survive and continue to bind the Parties. The Authority shall also have the right to terminate this Agreement immediately, without prior notice, if the Consultant incurs in negligence, abandonment of its obligations and/or breach of the terms of the Agreement. The Consultant may terminate this Agreement if it determines any part of the services rendered hereunder would be in conflict with law or professional standards.

  • Other Leaves Without Pay 10.10.1 Upon recommendation of the Superintendent and approval by the Board of Trustees, leave without compensation, increment, seniority, or tenure credit may be granted for a period of one school year for the following purposes: Peace Corps, care for a member of the immediate family who is ill, long-term illness of the bargaining unit member, service in an elected public office, or professional study or research. 10.10.2 The applications for and granting of such leaves of absence shall be in writing. In addition, a bargaining unit member on such leave shall notify the District Human Resources Office by March 15 of the school year as to an intent to return to employment in the District. Failure to so notify will be considered an abandonment of position.

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