Appeal from Disciplinary Action Sample Clauses

Appeal from Disciplinary Action. Any employee who is reprimanded, warned, suspended, demoted or dismissed as provided for in this article may appeal such action under the provisions of the Grievance Procedure.
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Appeal from Disciplinary Action. The affected employee may appeal such disciplinary action under the third step of the grievance procedure. If appealed by the employee, the Personnel Officer may take such action as scheduled or hold in abeyance such action until the disposition of the appeal is known.
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Appeal from Disciplinary Action. An employee (except employees specified in Article 6, Section 6.5(c) reduced in classification; suspended without pay for a period in excess of three (3) working days at any time; suspended without pay for a period less than three (3) working days, within thirty (30) months of a prior suspension; or discharged, may within thirty (30) working days after receipt of the decision of the Executive Director following the informal hearing referred to in subparagraph (3) hereinabove file a written request for arbitration with the Executive Director. Within ten (10) working days following receipt of a request for arbitration, the Executive Director shall request the State Conciliation Service to supply a panel of five (5) names of persons experienced in hearing employment disputes in local public jurisdictions, unless the employee and the AUTHORITY otherwise agree to selection of an arbitrator by other means. Within ten (10 working days following the receipt of a list of proposed arbitrators, the parties or their designated representatives, shall meet to select an arbitrator. Each party shall alternately strike a name until only one name remains. The remaining panel members shall be the arbitrator. The order of striking shall be determined by a toss of a coin. Within five (5) working days following selection of an arbitrator, each party shall submit to the arbitrator dates of availability for an arbitration hearing. No less than two (2) weeks prior to a scheduled arbitration hearing, the AUTHORITY and the employee and their designated representatives, if any, shall meet for the purpose of determining whether the matter can be settled and resolved without arbitration.
Sample 1
Appeal from Disciplinary Action. 1. Any employee in the merit system shall have the right to appeal to an Arbitrator any formal disciplinary action taken against him/her. Formal disciplinary action includes suspension, demotions, reductions in merit step and terminations. Failure to successfully complete a probationary period or to obtain a merit increase are not a disciplinary action and are not subject to appeal.
Sample 1
Appeal from Disciplinary Action. Section 1A. If the employee and/or the Union disagrees with the imposed disciplinary action, the Union may appeal the matter in accordance with Step 2 of the grievance procedure by submitting the matter to arbitration by filing a Demand for Arbitration with the New York State Public Employment Relations Board (PERB)inaccofdanc~eWithitsra^^ must be filed within fourteen (14) days from receiving the Step 2 response or when the step 2 responses should have been received.
Sample 1

Related to Appeal from Disciplinary Action

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • 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.

  • 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.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

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