Disciplinary demotion definition

Disciplinary demotion means a demotion action taken by the appointing authority for disciplinary reasons.
Sample 1Sample 2Sample 3
Disciplinary demotion. A change in status from a position in one classification to a position in a classification with a lower maximum salary. Termination: Removal from City service. Removal may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. Termination is seldom used for a first offense unless the violation is so serious that no other response is appropriate. Prior to the imposition of Corrective/Disciplinary action in the form of suspension, disciplinary salary reduction, demotion or termination, a written notice of the intended disciplinary action will be served on the employee. Such notice shall be served upon the employee personally or by mail and shall include a statement of the nature of the intended disciplinary action, a statement of the causes, a statement of the acts or omissions upon which the causes are based, a copy of the documents or material upon which the actions are based, a statement advising the employee of rights to respond to the notice before disciplinary action is taken, a statement advising the employee that if Corrective/Disciplinary Action is imposed, they may appeal to Civil Service Commission. Employees wishing to respond to the notice of intended disciplinary action must make a request to the City Administrator within 5 normal business days of the notice being served. The employee may respond either orally or in writing. The employee may be represented by another person in presenting his/her response. The individual representing the employee may not be someone directly involved with the employee’s immediate working environment unless this individual is an official representative of the employee Association. The City Administrator may amend, modify or revoke any or all of the pending charges including the recommended disciplinary action if there are mitigating circumstances. If the employee wishes to appeal any action imposed by the City Administrator, the employee may file a written notice of appeal in response to the imposed action. A written notice to appeal must be filed with the Director of Human Resources within 10 working days from the effective date of the disciplinary action. The notice of appeal shall contain statements of fact, which would support the rescission or amendment of the imposed disciplinary action. Failure to file a written notice of appeal within this specified time period shall be deemed a waiver of any right to appeal the action taken. No exceptions to this failure to fi...
Sample 1Sample 2Sample 3
Disciplinary demotion a demotion action taken by the Employer for disciplinary reasons.
Sample 1Sample 2Sample 3

Examples of Disciplinary demotion in a sentence

  • Disciplinary demotion of an employee with probationary status to a position covered by merit system provisions shall be in accordance with rule 11—58.2(8A).An agency may not disciplinarily demote an employee from a position covered by merit system provisions to a position not covered by merit system provisions without the affected employee’s written consent regarding the change in coverage.

  • Major discipline shall include: Removal Disciplinary demotion Suspension of greater than five (5) days Minor discipline is a formal written reprimand or a suspension or fine of five (5) or less days.

  • Disciplinary demotion will only be implemented with the employee’s written agreement obtained prior to such action taking place.

  • After a hearing, render the final administrative decision on13 appeals concerning permanent career service employees or those in14 their working test period in the following categories:15 (1) Removal,16 (2) Suspension or fine as prescribed in N.J.S.11A:2-14,17 (3) Disciplinary demotion, and18 (4) Termination at the end of the working test period for19 unsatisfactory performance;20 b.

  • Disciplinary demotion actions shall be taken in accordance with Chapter 12.

  • Disciplinary demotion of a Covered Employee shall be applicable as follows: a.

  • Disciplinary demotion will only be implemented with the worker’s written agreement obtained prior to such action taking place.

  • Disciplinary demotion shall be taken in accordance with Section 11.

  • Aravind, The signalinghelix: a common functional theme in diverse signalingJ.

  • Disciplinary demotion should only be considered as an appropriate form of action when the employee’s job performance or conduct is unsatisfactory in the current position, and it is determined that the employee should be retained in a lower graded position.


More Definitions of Disciplinary demotion

Disciplinary demotion means a change in the duties of an employee's position or transfer to a lesser position which may result in a reduction in pay.
Sample 1Sample 2
Disciplinary demotion means a transfer for disciplinary reasons to a position with a lower maximum salary.
Sample 1
Disciplinary demotion. A change in status from a position in one classification to a position in a classification with a lower maximum salary. Termination: Removal from City service. Removal may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. Termination is seldom used for a first offense unless the Violation is so serious that no other response is appropriate. Prior to the imposition of Corrective/Disciplinary action in the form of suspension, disciplinary salary reduction, demotion or termination, a written notice of the intended disciplinary action will be served on the employee. Such notice shall be served upon the employee personally or by mail and shall include a statement of the nature of the intended disciplinary action, a statement of the causes, a statement of the acts or omissions upon which the causes are based, a copy of the documents or material upon which the actions is based, a statement advising the employee of rights to respond to the notice before disciplinary action is taken, a statement advising the employee that if Corrective/Disciplinary Action is imposed, they may appeal to Civil Service Commission. An employee may file a written notice of appeal in response to the imposed action. A written notice to appeal must be filed with the Director of Human Resources within 10 working days from the effective date of the disciplinary action. The notice of appeal shall contain statements of fact, which would support the rescission or amendment of the imposed disciplinary action. Failure to file a written notice of appeal within this specified time period shall be deemed a waiver of any right to appeal the action taken. No exceptions to this failure to file time period shall be permitted.
Sample 1

Related to Disciplinary demotion

  • Disciplinary Panel means the panel appointed pursuant to Rule 613(b) to conduct hearings in connection with disciplinary proceedings (other than summary impositions of fines pursuant to Rule 601(b)), to make findings, render decisions, and impose sanctions pursuant to Chapter 6 of the Rules. The Disciplinary Panel must meet the composition requirements set forth in Part 40 of the CFTC Regulations and the composition requirements set forth in Rule 613(b).

  • Disciplinary Committee means any person or committee of persons, or any subcommittee thereof, that is author- ized by a self-regulatory organization to issue disciplinary charges, to con- duct disciplinary proceedings, to settle disciplinary charges, to impose dis- ciplinary sanctions or to hear appeals thereof.

  • Serious health condition means an illness, injury, impairment, or physical or mental condition that involves:

  • Discipline means any action taken by a school district in response to behavioral violations.

  • Supervisor means Advisors Asset Management Inc., and its successors in interest, or any successor evaluator appointed as hereinafter provided."

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Policy Grievance shall be signed by a xxxxxxx or a Union representative or, in the case of an Employer's policy grievance, by the Employer or its representative.

  • Grievance means a dispute arising out of the interpretation, application, administration or alleged violation of the terms of this Agreement.

  • Grievance Procedure is used in this Agreement, it shall be considered as including the arbitration procedure.