Additional Disciplinary Action Sample Clauses
Additional Disciplinary Action. If the behavior reoccurs, the Human Resource department will, under the provisions of just cause, investigate to determine further action which may include administrative leave, re- assignment, discharge, and/or termination. (NM Statute 22-10A-21-30)
Additional Disciplinary Action. After steps 1-2 have been followed the Human Resource department may, under the provisions of just cause, investigate to determine further action which may include administrative leave, reassignment, discharge, and/or termination. (NM Statute 22- 10A-21-30) Parties must meet, discuss, and attempt to resolve the issue/dispute in a collegial, non-threatening manner. This may be accomplished by either: (1) employee and administrator meeting informally; or, (2) employee, administrator, and a representative meeting informally.
1. If there is no resolution after the employee/administrator’s informal meeting, then the employee may choose to have a second meeting which will include an Association representative and the administrator. This meeting must take place before a formal grievance is written. Further, the administrator will be notified that this is the second meeting in the informal problem resolution process. He/she will also be informed that failure to reach resolution after this meeting may result in a formal grievance.
2. Employees shall be represented by the Association throughout the informal problem resolution if the employee chooses to have representation.
Additional Disciplinary Action. After steps 1-2 have been followed the Human Resource department may, under the provisions of just cause, investigate to determine further action which may include administrative leave, reassignment, discharge, ▇▇▇/▇▇ ▇▇▇▇▇▇▇▇▇▇▇. (▇▇ ▇▇▇▇▇▇▇ ▇▇-▇▇▇- 21-30)