Authority to Take Disciplinary Action Sample Clauses

Authority to Take Disciplinary Action. At the University, all disciplinary action will be taken under the authority of the Department Head and/or his/her designee. In disciplinary matters, including but not limited to written reprimands, increment withholding, suspension, demotion or dismissal, the Department Head and/or his/her designee will consult with Human Resource Services prior to taking any disciplinary action.
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Authority to Take Disciplinary Action. Each Appointing Authority is authorized to take a disciplinary action. The Personnel Officer shall be notified in advance by any Appointing Authority who is contemplating taking a disciplinary action. Once the Personnel Officer approves a proposed disciplinary action as to form, it shall be served on the Employee.
Authority to Take Disciplinary Action. The Department Head has authority to take disciplinary action. His/her action is subject to ratification by the City Manager.
Authority to Take Disciplinary Action. Any Department Head in the City shall have the authority to institute disciplinary action against an employee in his or her Department.
Authority to Take Disciplinary Action. The City Manager, any Department Director or supervisor may initiate disciplinary action against an employee. Immediate supervisors and division manager/supervisors may initiate disciplinary action at the levels of counseling, oral reprimands, or written reprimands. Such discipline may be grieved in writing to the department director within ten (10) calendar days of counseling or disciplinary action being taken. The grievance shall state the reason why the employee believes the discipline was unwarranted or unfair. The department director may meet with the employee, and the supervisor or manager imposing discipline, before making a decision on the grievance. The decision of the department director is final and not grievable to a higher level. In addition to initiating disciplinary action at the levels of counseling, oral reprimands, or written reprimands, department directors may initiate disciplinary actions at the level of suspension, demotion or termination. The department director shall make a recommendation of discipline at this level to the City Manager that sets forth the reasons for the discipline and the reasons for the recommended sanction. A copy of the department director’s recommendation, as well as any investigation file or other documents created in connection with the recommendation, shall be served on the employee. The City Manager shall meet with the employee and his/her union representative (if applicable) before making a final decision on the recommendation. Unless the employee may grieve the decision pursuant to a collective bargaining agreement, or appeal the decision to a Civil Service Commission, the decision of the City Manager is final and not grievable to a higher level.

Related to Authority to Take Disciplinary Action

  • 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.

  • 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.

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

  • 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.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • 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:

  • 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.

  • 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.

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

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