Timing of Discipline Sample Clauses

Timing of Discipline. All discipline shall be issued within ten (10) work days from the time of the last event giving rise to the disciplinary action, or from the time that the Employer knows or should have known about the last event giving rise to the disciplinary action, unless the Employer needs additional time to investigate the potential discipline. If the Employer needs additional time to investigate the potential discipline, the Employer shall issue a written notice to the employee that it has commenced an investigation into possible discipline within ten (10) work days from the time of the last event giving rise to the potential disciplinary action, or from the time the Employer knows or should have known about the last event giving rise to the potential disciplinary action, and shall issue any resulting discipline as promptly as possible thereafter, but in no event more than thirty
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Timing of Discipline. All discipline shall be issued within ten (10) work days from the time of the last event giving rise to the disciplinary action, or from the time that the Employer knows or should have known about the last event giving rise to the disciplinary action, unless the Employer needs additional time to investigate the potential discipline. If the Employer needs additional time to investigate the potential discipline, the Employer shall issue a written notice to the employee that it has commenced an investigation into possible discipline within ten (10) work days from the time of the last event giving rise to the potential disciplinary action, or from the time the Employer knows or should have known about the last event giving rise to the potential disciplinary action, and shall issue any resulting discipline as promptly as possible thereafter, but in no event more than thirty (30) work days after the date of the investigation notice unless otherwise mutually agreed upon by the Union and the Employer. Any discipline not issued within this time period shall be void. Further, any verbal reprimands issued shall not be used for the purposes of progressive discipline after twelve (12) months, providing no intervening discipline action has occurred and the pending discipline is not for the same or similar incident. Any written reprimand issued shall not be used for the purpose of progressive discipline after a period of more than eighteen (18) months, providing no intervening disciplinary action has occurred and the pending discipline is not for a same or similar incident. Any suspension of ten (10) days or less issued shall not be used for the purpose of progressive discipline after a period of more than twenty-four (24) months, if no intervening disciplinary action has occurred and the pending discipline is not for a same or similar incident. Any suspension of more than ten (10) days issued shall not be used for the purpose of progressive discipline after a period of more than thirty-six (36) months, if no intervening disciplinary action has occurred and the pending discipline is not for a same or similar incident. Unless otherwise specified above, at the request of a bargaining unit member, disciplinary documents shall be removed from the employee’s personnel file after thirty-six (36) months, provided that there has been no same or similar infraction.
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Timing of Discipline. Discipline shall be issued or imposed with reasonable promptness after the Board knows of the alleged misconduct or violation. If the Board does not issue or implement the discipline within ten (10) workdays after beginning an investigation, the Board shall notify the employee, the Union, Chief Xxxxxxx and area xxxxxxx(s), that it is conducting an investigation, it is continuing, and the reason for delay. Thereafter, notices are required, including the reason for the delay, every fifteen (15) workdays until the investigation is completed and the discipline is issued.
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Timing of Discipline. 239. If an employee raises a grievance in connection with any proposed discipline, except in cases of an operator reporting to work or operating a MUNI vehicle while under the influence of an alcoholic beverage or any drug, or under the combined influence of an alcoholic beverage and any drug, the unlawful use or possession of a drug or alcoholic beverage, mishandling of funds, vicious conduct, or serious willful abuse of MUNI equipment, the discipline will not be carried out unless, at the conclusion of the grievance procedure, it is determined that the discipline is appropriate.
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Timing of Discipline. 190. If an employee raises a grievance in connection with any proposed discipline, except in cases of an operator reporting to work or operating a Public Transportation Department MUNI vehicle while under the influence of an alcoholic beverage or any drug, or under the combined influence of an alcoholic beverage and any drug, the unlawful use or possession of a drug or alcoholic beverage, mishandling of funds, vicious conduct, or serious willful abuse of MUNI Public Transportation Department equipment, the discipline will not be carried out until the employee has been given a due process hearing at step 1 and 2 and/or 3 of the grievance procedure. The employee shall be entitled to union representation during the hearing process unless the employee refuses union representation. In any event, the Union shall have a right to be present. The hearing officer at step 1, step 2 or step 3 of the grievance procedure shall have authority to sustain, modify, or dismiss the proposed discipline. If the proposed discipline is not sustained by the hearing officer, no record of the proposed discipline shall be entered on the employee’s record. at the conclusion of the grievance procedure, it is determined that the discipline is appropriate. After the expiration of one year after the imposition of discipline, no reference may be made to that entry in any future disciplinary proceeding.
Sample 1
Timing of Discipline. All discipline shall be issued within ten (10) work days from the time of the last event giving rise to the disciplinary action, or from the time that the Employer knows or should have known about the last event giving rise to the disciplinary action, unless the Employer needs additional time to investigate the potential discipline. If the Employer needs additional time to investigate the potential discipline, the Employer shall issue a written notice to the employee that it has commenced an investigation into possible discipline within ten
Sample 1

Related to Timing of Discipline

  • Timing of Development The California Supreme Court held in Xxxxxx Construction Co. v. City of Camarillo, 37 Cal.3d 465 (1984), that failure of the parties in that case to provide for the timing of development resulted in a later adopted initiative restricting the timing of development to prevail over the parties’ agreement. It is the intent of Developer and the City to cure that deficiency by expressly acknowledging and providing that any Subsequent Code Change that purports to limit over time the rate or timing of development or to alter the sequencing of development phases (whether adopted or imposed by the City Council or through the initiative or referendum process) shall not apply to the Property or the Project and shall not prevail over this Agreement. In particular, but without limiting any of the foregoing, no numerical restriction shall be placed by the City on the amount of total square feet or the number of buildings, structures, residential units that can be built each year on the Property except as expressly provided in this Agreement.

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