AND DISMISSAL Sample Clauses

AND DISMISSAL. It is understood that the right of the Employer to discipline or dismiss employees shall be for just cause. The Employer's right to discipline or dismiss is subject to the right of the employee to grieve such action. Any employee other than a probationary employee who is dismissed shall be entitled to file a grievance, through the Association in accordance with Article (Grievance Procedure).
Sample 1
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AND DISMISSAL. It is understood that the right of the Employer to discipline or dismiss employees shall be for just cause. The Employer’s right to discipline or dismiss is subject to the right of an employee to grieve such action. Any probationary employee who is dismissed or released shall not be entitled to file a grievance. Any employee other than a probationary employeewho is dismissed shall be entitled to file a grievance at the second stage of the grievance procedure provided they do so within twenty (20) days of the date of the dismissal.
Sample 1
AND DISMISSAL. No Graduate Assistant shall be disciplined or dismissed except for just cause. The disciplinary actions that may be taken by the University include, but are not limited to, of warning or reprimand, with or without pay, and dismissal. Such disciplinary action shall be in accordance with the principles of progressive discipline, and be reasonable and commensurate with the seriousness of the violation. Where the University convenes a meeting with the Graduate Assistant for the purpose of communicating disciplinary the University will provide the Graduate Assistant with reasonable advance notice of the nature of the meeting and his or her right to Union representation and shall provide a reasonable period of time for the Graduate Assistant to secure such representation. The Graduate Assistant shall be provided with an opportunity to be heard at such meeting. The Graduate Assistant shall be notified in writing of the nature of the disciplinary taken and the reasons for such within five (5) days of the discipline, and a copy of the letter shall be forwarded to the Union at that time. Any disciplinary action against a Graduate Assistant in regard to an allegation of sexual harassment shall be in accordance with the University-Wide Procedures on Sexual Harassment Complaints, as amended from time to time in accordance with its terms.
Sample 1
AND DISMISSAL students who earn unsatisfactory grades may jeopardize their enrollment at Cuesta. Academic achievement is monitored during the fall and spring semesters excluding summer session. A student is placed on academic probation at the end of a semester if the student’s semester grade point average is less than 2.0, or “C- average,” on a four-point scale (A=4, B=3, C=2, D=1, F=0). A student who earns less than a 2.0 GPA for two consecutive semesters is subject to dismissal from the college. For the purpose of this section, semesters are considered consecutive on the basis of the student’s pattern of enrollment. For example, a student earning less than a 2.0 in Fall 2003 and Fall 2004 would be subject to dismissal if the student did not attend Cuesta during spring 2004. Dismissed students are not allowed to attend the subsequent semester. They must “sit out” for one full semester before regaining eligibility for enrollment. To appeal academic dismissal, the student must attend a reinstatement workshop and sign a reinstatement contract that specifies the remedial actions a student must complete in order to remain enrolled. A student shall be removed from Academic Dismissal when the semester GPA earned is 2.0 or higher. if the student does not comply with the terms of the contract, the student will be required to “sit out” one semester PROGRESS PROBATION AND DISMISSAL students who fail to complete courses in which they enroll may jeopardize their enrollment at Cuesta. Academic progress is monitored during the fall and spring semesters excluding summer session. A student who has enrolled in a total of 12 units at Cuesta is placed on progress probation at the end of a semester if the percentage of all Cuesta College units in which a student has enrolled, for which entries of “W,” “i,” and “NC” are recorded, reaches or exceeds 50 percent. A student on progress probation because of an excess of units for which entries of “W,” “i,” and “NC” are recorded shall be removed from probation when the percentage of units in this category drops below 50 percent. A student who has been placed on progress probation for the third consecutive semester is subject to dismissal from the college. To appeal progress dismissal, the student must attend a reinstatement workshop and sign a reinstatement contract that specifies the remedial actions a student must complete in order to remain enrolled. if the student does not comply with the terms of the contract, the student will be required to...
Sample 1
AND DISMISSAL. Students who earn unsatisfactory grades may jeopardize their enrollment at Cuesta College. Academic achievement is monitored during the fall and spring semesters excluding summer session. A student is placed on academic probation at the end of a semester if the student’s semester grade point average is less than 2.0, or “C-average,” on a four-point scale.
Sample 1

Related to AND DISMISSAL

  • Suspension and Dismissal In the event an Employee alleges dismissal or suspension without just cause, the Employee may commence a grievance at Step II. The grievance shall be filed within ten (10) days of the occurrence.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

  • Release and Discharge 11.1 The acceptance by the Designer of the last payment under the provisions of Article 6.5 or Article 12 in the event of termination of the Contract, shall in each instance, operate as and be a release to the Owner and the Authority and their employees and officers, from all claims of the Designer and its Subconsultants for payment for services performed and/or furnished, except for those written claims submitted by the Designer to the Owner with, or prior to, the last invoice.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 13 11.1 Procedure 13 11.2 Dismissal and Suspension 13 11.3 Burden of Proof 13 11.4 Right to Grieve Other Disciplinary Action 13 11.5 Personnel File 13 11.6 Right to Have Union Representative Present 14 11.7 Abandonment of Position 14 11.8 Probation 14 11.9 Employee Investigations 15 ARTICLE 12 - SENIORITY 15 12.1 Seniority Defined 15 12.2 Seniority List 16 12.3 Loss of Seniority 16 12.4 Re-Employment 17 12.5 Bridging of Service 17 12.6 Same Seniority 17 ARTICLE 13 - LAYOFF AND RECALL 17 13.1 Definition of a Layoff 17 13.2 Pre-Layoff Canvass 17 13.3 Layoff 18 13.4 Bumping 18 13.5 Recall 19 13.6 Advance Notice 19 13.7 Grievance on Layoffs and Recalls 19 13.8 Worksite Closure 19 ARTICLE 14 - HOURS OF WORK 20 14.1 Definitions 20 14.2 Hours of Work 20 14.3 Rest Periods 21 14.4 Meal Periods 22 14.5 Flextime 22 14.6 Staff Meetings 22 (ii) 14.7 Standby Provisions 22 14.8 Conversion of Hours 23 ARTICLE 15 - SHIFTS 23 15.1 Exchange of Shifts 23 15.2 Shortfall of Shifts 23 15.3 Short Changeover Premium 23 15.4 Split Shifts 23 15.5 Work Schedules 23 ARTICLE 16 - OVERTIME 24 16.1 Definitions 24 16.2 Overtime Entitlement 24 16.3 Recording of Overtime 24 16.4 Sharing of Overtime 24 16.5 Overtime Compensation 24 16.6 No Layoff to Compensate for Overtime 24 16.7 Right to Refuse Overtime 25 16.8 Callback Provisions 25 16.9 Rest Interval 25 16.10 Overtime for Part-Time Employees 25 16.11 Authorization and Application of Overtime 25 ARTICLE 17 - HOLIDAYS 26 17.1 Paid Holidays 26 17.2 Holiday Falling on Saturday or Sunday 26 17.3 Holiday Falling on a Day of Rest 26

  • Notice and Disclaimer 2.1. The Data is the property of Xxx Xxxxxxxx and is protected by applicable copyright law. In no event shall User publish, retransmit, display, redistribute, or otherwise reproduce any or all of the Data in any format to anyone, except as allowed in Section 1 of this agreement.

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • DOCUMENTS AND DISCHARGE Buyer shall not call for the production of any title deed, abstract, survey or other evidence of title to the property except such as are in the possession or control of Seller. If requested by Buyer, Seller will deliver any sketch or survey of the property within Seller’s control to Buyer as soon as possible and prior to the Requisition Date. If a discharge of any Charge/Mortgage held by a corporation incorporated pursuant to the Trust And Loan Companies Act (Canada), Chartered Bank, Trust Company, Credit Union, Caisse Populaire or Insurance Company and which is not to be assumed by Buyer on completion, is not available in registrable form on completion, Buyer agrees to accept Seller’s lawyer’s personal undertaking to obtain, out of the closing funds, a discharge in registrable form and to register same, or cause same to be registered, on title within a reasonable period of time after completion, provided that on or before completion Seller shall provide to Buyer a mortgage statement prepared by the mortgagee setting out the balance required to obtain the discharge, and, where a real-time electronic cleared funds transfer system is not being used, a direction executed by Seller directing payment to the mortgagee of the amount required to obtain the discharge out of the balance due on completion.

  • Complaints and Dispute Resolution 16.1 Where a dispute arises in connection with any aspect of this Agreement, the parties acting with good faith, will use all reasonable endeavours to bring any such issue to the attention of the other party in a timely fashion and in any event within 60 days of any such dispute coming to their attention.

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union Xxxxxxx shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • Resolution of Claims and Disputes 4.4.1 The Architect will review Claims and take one or more of the following preliminary actions within ten days of receipt of a Claim: (1) request additional supporting data from the claimant, (2) submit a schedule to the parties indicating when the Architect expects to take action, (3) reject the Claim in whole or in part, stating reasons for rejection, (4) recommend approval of the Claim by the other party or (5) suggest a compromise. The Architect may also, but is not obligated to, notify the surety, if any, of the nature and amount of the Claim.

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