Suspension Without Pay under this Alternative Disciplinary Procedure Sample Clauses

Suspension Without Pay under this Alternative Disciplinary Procedure. Pending the hearing and final determination in a disciplinary matter pursuant to Section 5 of this Procedure, the employee against whom the County seeks to impose discipline may be suspended without pay for a period of up to twenty (20) work days. However, if the County determines that there is probable cause to believe that the employee’s presence on the job represents a potential danger to person(s) or property or would interfere with operations, such suspension without pay may extend until the first day of the hearing at which time such determination shall be reviewable immediately by the hearing officer to determine whether the County had probable cause and whether the employee should be returned to the payroll prospectively. If the hearing officer finds that the County had probable cause to believe that the employee posed such a danger or interference, the suspension may continue pending the outcome of the hearing. If the hearing officer does not find that the employee posed such a danger or interference, the employee shall be immediately returned to the payroll. In the case of an employee who has been suspended pending the outcome of a hearing and the hearing officer finds that suspension was unwarranted, or that the proposed penalty is too severe, the employee shall be reinstated and compensated for all lost time less any suspension imposed by the Appointing Authority and less the amount of compensation which he/she may have received from other employment which was gained during said suspension or in the form of any type of state or federal benefits during the period of suspension.‌
Sample 1
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Related to Suspension Without Pay under this Alternative Disciplinary Procedure

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

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  • Termination by the Authority without Cause The Authority shall have the right to terminate this Framework Agreement, or to terminate the provisions of any part of this Framework Agreement with effect from at any time following nine (9) Months after the Commencement Date by giving at least three (3) Months' written notice to the Supplier.

  • Reduction in Force Procedure Should a situation arise which could result in a layoff of Faculty Members, the District shall provide the Federation with a written statement of the basis for the decision with supporting data and projected reductions that may be needed. Upon the request of either party, the District and the Federation shall meet promptly to discuss the impact of such action and any possible alternative courses of action. In the case of a reduction in force, the District shall notify the Federation in writing of the names of all Faculty Members to be laid off. This notice shall be given simultaneously with notification to the affected Faculty Members. This procedure shall also include all notifications of re-employment following a layoff.

  • Contract Renegotiation, Suspension, or Termination Due to Change in Funding If the funds DSHS relied upon to establish this Contract or Program Agreement are withdrawn, reduced or limited, or if additional or modified conditions are placed on such funding, after the effective date of this contract but prior to the normal completion of this Contract or Program Agreement:

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