Disciplinary Reasons Sample Clauses

Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This hearing shall be used to determine that just cause exists for discharge. Employees who are hired with the expectation that they will obtain certain licenses, for example Paramedic and Firefighter I, and do not obtain these licenses shall be subject to termination. Employees may have up to one year from the time when educational opportunities are available to obtain these licenses; however, the Fire Chief may determine the employee should have obtained these licenses prior to the one-year period and therefore be subject to termination during the one-year grace period. At the Fire Chief’s discretion, all employees are required to maintain their highest certification, such as Paramedic, Firefighter II, while employed by the Saco Fire Department. Failure to maintain this certification shall be considered just cause for termination.
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Disciplinary Reasons. If the removal is for disciplinary reasons and the investigation reveals a prima facie case for disciplinary removal, the employee will be scheduled for available work by the Employer for which the employee has the requisite qualifications and ability, subject to the provisions of the Collective Agreement, until the employee is awarded a vacancy in accordance with Article 12. In removals from site which are alleged to be for disciplinary reasons, the Employer shall provide written reasons (with a copy to the Union and Staff Representative) as to why the employee was directed to be removed by the Client within seven (7) days of the request. In disciplinary removals, the employee reserves the right to file and process a grievance alleging discipline without cause and in accordance with the relevant provisions of this Agreement. The matter will be dealt with in accordance with the attached Memorandum of Agreement. It is agreed and understood that removal from site for disciplinary reasons is a disciplinary penalty permissible only where there is just cause for such penalty. Where a disciplinary removal is found to be without just cause, such removal will be amended to a non-disciplinary removal.
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Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. When an employee is notified of a pending discharge hearing, said notice shall contain any/all alleged violations or misconduct. Said hearing shall be held at a mutual convenient time and date to allow the parties sufficient time to prepare. This meeting shall be used to determine whether just cause exists for discharge.
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Disciplinary Reasons. Disciplinary action may be imposed upon an employee for failure to fulfill their responsibilities as an employee. Violation of work rules, instances of unacceptable behavior, misconduct, or continued unsatisfactory performance will subject an employee to “progressive discipline.” All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This meeting shall be used to determine that just cause exists for discharge.
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Disciplinary Reasons. If the is disciplinary reasons the investigation reveals a prima facie case for disciplinary removal, the employee will be for work the Employer for which the employee has the requisite and ability, subject to the provisions of the Collective until employee is awarded a vacancy in accordance with Article In from site are to be for disciplinary the Employer shall provide written (with a copy to the and Staff Representative) as to why the employee was to be removed by the within seven (7)days of the request. 'Indisciplinary removals, employee reserves right to file and process a grievance alleging discipline without cause and in accordance with the relevant provisions of this Agreement. be dealt in accordance with the attached of Agreement. is agreed and that site for disciplinary reasons a disciplinary only where is just cause for such penalty. Where disciplinary is found to be just cause, removal will be amended to a Failure on the part of the Employer to provide copy of the client's request however shall not void any removal.
Sample 1
Disciplinary Reasons. Any Student whose actions are found to be detrimental to the welfare of the Student living community will be removed from on campus housing. Failure to comply with the Residence Hall rules and regulations will result in disciplinary action. Student sanctions may include, but not be limited to, fines, performing Community Service, removal from the Residence Hall, and the issuance of a Criminal Trespass Warrant. Students who are administratively removed from the Residence Hall for disciplinary reasons must move out within 24 hours of notification.
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Related to Disciplinary Reasons

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Record 22.05 A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • 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.

  • DISCIPLINARY RULES Peace officers shall be subject to disciplinary action for unprofessional conduct whenever:

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Disciplinary Records Any disciplinary record shall be removed from an Employee’s file after two (2) years from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

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