Time Limits for Disciplinary and Counseling Action Sample Clauses

Time Limits for Disciplinary and Counseling Action. The following time schedules shall be placed on Counseling and Disciplinary Actions, unless otherwise agreed upon by the Chief of Police and the employee. A request for removal of disciplinary action or counseling from an employee’s personnel file shall be initiated by the employee by notifying the Chief of Police and Town Human Resource Officer/ Town Manager in a written request to have it removed. NOTE: Counseling and corrective memorandums are not part of the progressive steps of discipline. They are used to correct employee performance related issues and shall be part of the employee personnel file and protected as such under Maine law.
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Time Limits for Disciplinary and Counseling Action. The following time schedules shall be placed upon Disciplinary Actions, unless otherwise agreed upon by the Sheriff and the Employee. Requests for removal of disciplinary action from an employee’s personnel file shall be initiated by the employee by notifying the Human Resources Director in writing of the request.
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Related to Time Limits for Disciplinary and Counseling Action

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

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