Warning Notices. The warning notice shall not remain in effect for a period of more than one (1) year from the date of such warning notice. However, the letter will remain in the employees file.
Warning Notices. An employee shall be given the opportunity to read and sign the warning notice and to attach a written response to be placed in the employee’s personnel file. If an employee is not afforded the rights provided in this Section, such written disciplinary notice shall be removed from the file.
Warning Notices. A copy of all warning notices will be given to the employees and the Union within three (3) regularly scheduled working days of the violation becoming known to the Company. Such notice shall become a part of the employee's personnel record. A warning notice will not remain in effect for a period of more than twelve (12) months from the date of such warning. Suspensions shall be removed from an employee's record after twelve (12) months. In case of discipline where suspension or discharge is involved, an employee who has worked thirty (30) days will be interviewed by the Human Resources Representative, or the designate, in the presence of the Committee member, prior to such suspension discharge taking place, providing always that the employee is available for prior interview. The Committee member will be advised of the employee involved, the violation and the circum- stances surrounding the violation prior to the interview. On completion of this interview a discharged employee will leave the plant. Under circumstances which might endanger the safety of the employee concerned or other employees, or be of such a nature that it would be inadvisable to retain the employee in the plant, then such employee will be required to leave the premises immediately.
Warning Notices. An Employee shall be given the opportunity to read, sign and attach a written response to any written warning or disciplinary notice placed in his/her personnel file. The Employee’s signature thereon shall not be construed as an admission of guilt or concurrence with the reprimand, but rather shall be an indication that he/she has seen it and comprehends the disciplinary action taken and has the right to contact a Union Representative. An Employee is required to acknowledge by his/her signature receipt of the written warning. Refusal by the employee to sign the disciplinary notice shall not invalidate the disciplinary notice. Employees shall have the right to review and comment on performance evaluations and disciplinary warnings placed in their personnel files. In keeping with progressive discipline and just cause (Section 5.6), when considering prior disciplinary actions in an employee’s file, the Employer will take into consideration the passage of time since the previous discipline occurred, the seriousness of the prior offense(s), the discipline imposed for the previous offense(s) and the employee’s compliance with the expectations set forth in prior disciplinary action.
Warning Notices. Registered Nurses shall be given a copy of all written disciplinary warning notices issued to them.
Warning Notices. Sub-hubco is awarded a total of [four] or more Warning Notices in any period of [12 consecutive months];
Warning Notices. The Employer shall not discharge or suspend any regular employee without just cause, but in respect to discharge or suspension, shall give at least one (1) warning notice of the complaint against such employee to the employee in writing, and furnish a copy of the same to the Union. No warning notice need be given to an employee before he/she is suspended or discharged for:
A. A verified positive on a Random, Reasonable-Suspicion, Pre-Employment, Post- Accident, Return-to-Duty or Follow-up drug and/or alcohol test. Possession, sale, transporting, distribution, manufacture or use of alcohol, illegal drugs or any other disabling or controlled substance at any time while on duty and/or on District premises, which include buses or other LTD owned or operated vehicle(s) or facilities, except that an employee may possess and use medically authorized medication (over-the-counter or pre-scribed by a licensed physician) at work so long as the medication does not have disabling effects or otherwise adversely affect the employee’s fitness for duty while at work. It is the employee’s responsibility to determine from the physician, pharmacist, or other health care professional whether or not the prescribed or over-the-counter drugs could adversely affect the employee’s fitness for duty or job performance. An employee taking lawful medication of any kind which has disabling effects or otherwise adversely affects the employee’s fitness for duty must advise the employer and for failure to do so, may be subject to unpaid disciplinary suspension or discharge;
B. Mishandling of District cash revenue;
X. Xxxxx insubordination;
D. Deliberate destruction or removal of the District’s or another employee’s property;
E. Posing an immediate or potential danger to public safety;
F. Engaging in willful gross misconduct of such seriousness that it would meet an arbitrator’s standard for such behavior;
G. Possession of firearms while on duty;
H. Workplace violence. Warning notices shall not be effective for a period of longer than six (6) months from the date the warning is given.
Warning Notices. Verbal warnings shall not be considered valid after six months. Written warnings shall not be considered valid after one year. An employee can request that expired warning notices be removed from the employee’s personnel file(s).
Warning Notices. 18.2.8.1 Without prejudice to any other right or remedy available to the Department, the Department may deliver a written notice (a “Warning Notice”) to Developer, with a copy to the Collateral Agent, stating explicitly that it is a “Warning Notice” and stating in reasonable detail the matter or matters giving rise to the notice and, if applicable, amounts due from Developer, and reminding Developer of the implications of such notice, whenever there occurs a Developer Default.
18.2.8.2 Subject to the Lender’s right to cure under the Direct Agreement, the Department may issue a Warning Notice at the same time it delivers a notice of Developer Default. If the Department issues a Warning Notice for any Developer Default after it issues a notice of such Developer Default, then the remaining cure period available to Developer, if any, for such Developer Default before the Department may terminate this Agreement on account of such Developer Default shall be extended by the time period between the date the notice of such Developer Default was issued and the date the Warning Notice is issued. However, this shall not affect the time when the Department may exercise any other remedy respecting such Developer Default.
18.2.8.3 Along with the Warning Notice and without prejudice to any other right or remedy available to the Department, the Department may request that Developer prepare and submit within the applicable cure period a remedial plan
Warning Notices. (a) A warning notice shall not remain in effect for a period of more than nine (9) months from the date of occurrence, which gave rise to such warning notice. Warning notices, to be considered as valid, must he issued within ten (10) days exclusive of Saturday, Sunday and holidays after the occurrence of the violation claimed by the Employer in such warning notice. Warning letters shall be specific, not general, in nature as to alleged violation (i.e., time, date, place, and nature of violation).
(b) Discharge or suspension must be by proper written notice to the employee and the Union affected within ten (10) days exclusive of Saturday, Sunday and holidays of the occurrence of the violation claimed by the Employer as the basis for discharge or suspension; provided however, when additional time is needed to investigate an accident this ten (10) day period may be extended by thirty (30) days upon timely notification to the Local Union (accident only) and provided further where dishonesty is involved, the discharge or suspension notice must be within thirty (30) calendar days of the Employer obtaining verifiable evidence of the alleged dishonesty. Any employee may request an investigation as to his discharge or suspension. Should such investigation prove an injustice has been done an employee, he shall be reinstated. The Multi State Committee or the Joint Western Area Committee shall have the authority to order full, partial or no compensation for time lost. When an employee is suspended, or where a discharged employee is returned to work by decision of any grievance committee, the Employer shall pay the applicable Health and Welfare contributions so that there is no break in coverage. Pension contributions shall not be required on any hours for which the employee did not receive compensation under a decision rendered by any grievance committee. The Multi State Committee or the Joint Western Area Committee shall have the authority in its hearing process to accept or reject any or all arguments pertaining to the issues in each case, including but not limited to timeliness, whether or not proper before the Committee, etc., and further, to order full, partial, or no compensation for time lost.
