USE OF WARNINGS AND PROGRESSIVE DISCIPLINE Sample Clauses

USE OF WARNINGS AND PROGRESSIVE DISCIPLINE. Except for serious misconduct (e.g., committing or threatening to commit an actof violence in the workplace, intentional disruption of ALPA’s systems or services, or theft of ALPA property of a substantial value): (e.g., committing or threatening to commit an actof violence in the workplace, intentional disruption of ALPA’s systems or services, or theft of ALPA property of a substantial value): 1. No Staff Employee shall be discharged unless, at a minimum, ALPA has complied with all of the following procedures: a. Formal counseling and/or reprimand b. Disciplinary suspension without pay. 2. Written documentation of any action taken under Paragraph 1, above, must be prepared by the Staff Employee's supervisor and shall describe with particularity the nature and extent of the Staff Employee’s misconduct or work deficiency. In the case of formal counseling and/or reprimand, the written documentation shall state that it constitutes compliance with Section 8.B.1.a.. The Staff Employee involved and the Union Vice President must receive copies of all such documents no later than five (5) working days after the action was taken. 3. A Staff Employee shall not be disciplined on the basis of two (2) successive offenses, which do not independently warrant discharge, if the interval between such offenses exceeds eighteen (18) months. Upon the request of the Staff Employee, disciplinary entries shall be removed from all ALPA files pertaining to the Staff Employee at the end of the eighteen (18) month period following such notation.
Sample 1
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USE OF WARNINGS AND PROGRESSIVE DISCIPLINE. Except for serious misconduct: 1. No Staff Employee shall be discharged unless, at a minimum, ALPA has complied with all of the following procedures: a. Formal counseling and/or reprimand b. Disciplinary suspension without pay. 2. Written documentation of any action taken under Paragraph 1, above, must be prepared by the Staff Employee’s supervisor and shall describe with particularity the nature and extent of the Staff Employee’s misconduct or work deficiency. In the case of formal counseling and/or reprimand, the written documentation shall state that it constitutes compliance with Section 8.B.1.a. The Staff Employee involved and the Union Vice President must receive copies of all such documents no later than five (5) working days after the action was taken. 3. A Staff Employee shall not be disciplined on the basis of two (2) successive offenses, which do not independently warrant dis- charge, if the interval between such offenses exceeds eighteen (18) months. Upon the request of the Staff Employee, disciplinary en- tries shall be removed from all ALPA files pertaining to the Staff Employee at the end of the eighteen (18) month period following such notation.
Sample 1
USE OF WARNINGS AND PROGRESSIVE DISCIPLINE. Except for serious misconduct (e.g., committing or threatening to commit an actof violence in the workplace, intentional disruption of ALPA’s systems or services, or theft of ALPA property of a substantial value): (e.g., committing or threatening to commit an actof violence in the workplace, intentional disruption of ALPA’s systems or services, or theft of ALPA property of a substantial value): 1. No Staff Employee shall be discharged unless, at a minimum, ALPA has complied with all of the following procedures: a. Formal counseling and/or reprimand b. Disciplinary suspension without pay. 2. Written documentation of any action taken under Paragraph 1, above, must be prepared by the Staff Employee's supervisor and shall describe with particularity the nature and extent of the Staff Employee’s misconduct or work deficiency. In the case of formal counseling and/or reprimand, the written documentation shall state that it constitutes compliance with Section
Sample 1

Related to USE OF WARNINGS AND PROGRESSIVE DISCIPLINE

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • COMMERCIAL REUSE OF SERVICES The member or user herein agrees not to replicate, duplicate, copy, trade, sell, resell nor exploit for any commercial reason any part, use of, or access to 's sites.

  • Use of Service Areas The service areas, as located within the Project, shall be ear- marked for purposes such as parking spaces and services including but not limited to electric sub-station, transformer, DG set rooms, underground water tanks, Pump rooms, maintenance and service rooms, firefighting pumps and equipment etc. and other permitted uses as per sanctioned plans. The Allottee shall not be permitted to use the services areas in any manner whatsoever, other than those earmarked as parking spaces and the same shall be reserved for use by the Association for rendering maintenance services.

  • Standards for Determining Commercial Reasonableness Borrower and Silicon agree that a sale or other disposition (collectively, "sale") of any Collateral which complies with the following standards will conclusively be deemed to be commercially reasonable: (i) Notice of the sale is given to Borrower at least seven days prior to the sale, and, in the case of a public sale, notice of the sale is published at least seven days before the sale in a newspaper of general circulation in the county where the sale is to be conducted; (ii) Notice of the sale describes the collateral in general, non-specific terms; (iii) The sale is conducted at a place designated by Silicon, with or without the Collateral being present; (iv) The sale commences at any time between 8:00 a.m. and 6:00 p.m; (v) Payment of the purchase price in cash or by cashier's check or wire transfer is required; (vi) With respect to any sale of any of the Collateral, Silicon may (but is not obligated to) direct any prospective purchaser to ascertain directly from Borrower any and all information concerning the same. Silicon shall be free to employ other methods of noticing and selling the Collateral, in its discretion, if they are commercially reasonable.

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

  • Use of Services Subject to the terms of this Agreement, Stripe grants you a worldwide, non-exclusive, non-transferable, non-sublicensable, royalty-free license during the Term to access the Documentation, and access and use the Stripe Technology, as long as your access and use is (a) solely as necessary to use the Services; (b) solely for your business purposes; and (c) in compliance with this Agreement and the Documentation.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • USE OF EMPLOYER FACILITIES 27.01 Reasonable space on bulletin boards including electronic bulletin boards where available, in convenient locations will be made available to the Institute for the posting of official Institute notices. The Institute shall endeavour to avoid requests for posting of notices that the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices of meetings of their members and elections, the names of Institute representatives, and social and recreational events. Such approval shall not be unreasonably withheld. 27.02 The Employer will also continue its present practice of making available to the Institute specific locations on its premises for the placement of reasonable quantities of literature of the Institute. 27.03 A duly accredited representative of the Institute may be permitted access to the Employer’s premises to assist in the resolution of a complaint or grievance and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer. 27.04 The Institute shall provide the Employer, a list of such Institute representatives and shall advise promptly of any change made to the list.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers. 2. Regular review of its job-related and career development and training programs will be made by the State in order to provide suitable programs for employees covered by this Agreement. When undertaking any such review, the State shall notify employees of such review and take into account suggestions and proposals made by employees. 3. Employees shall be given a reasonable notice of applicable, development and training programs available. Such notice shall include an explanation of the procedure for applying for the program. Notices of development and training programs shall be posted for reasonable periods in advance on bulletin boards at applicable work locations within the agencies involved. An appointing authority shall make every effort to permit employees' participation in such career development and training programs. Participation in any training inside or outside of work hours which is required by the State as a condition of fulfilling the requirements of the employee's job, or any in-service State training which is conducted or undertaken during normally scheduled work hours will be considered as time worked. 4. The State shall pay tuition, course-related fees, other approved course required costs and for necessary travel and lodging pursuant to established policies and procedures.

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