Before the Meeting Sample Clauses

Before the Meeting. The supervisor shall notify the employee of their right to representation. Section II of the HFD Disciplinary Action Form must be completed with the following information:
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Before the Meeting. Before advising the employee that they are being formally disciplined, the employer must know what the issue is. This must be defined and tangible, and the employer must think about the issue objectively. An employer can discipline employees only for work related issues. An employer cannot discipline an employee because of issues that are only personal. The employer must be open to considering any explanations the employee might provide. If the person responsible for the employee, such as a manager, feels they are too close to the issue, or if there is a conflict of interest, the employer should arrange for someone else to carry out the procedure (e.g. an employment subcommittee or representative of the management committee). If there is alleged serious misconduct and there is a safety risk in keeping an employee at work, the employer might be able to stand the employee down. The employer should check the employee’s employment agreement to see if there are any requirements as to how to stand down the employee. Standing an employee down can be considered a disadvantage to employment, so an employee should only do this when it is within the range of options a fair and reasonable employer could undertake. Generally a stand down will need to be on full pay. Before meeting with the employee, the employer must give the employee an explanation of the issue or behaviour in question and the nature of the meeting. This will give the employee a chance to provide an explanation and to seek advice if it is appropriate. It could be procedurally unfair if, at the end of the disciplinary process, the employer decides to take a type of disciplinary action that the employee was not pre-warned about. The employee must have enough time before the meeting to consider the information provided and to prepare their response and be told that the response can be made orally or in writing, or in both ways. The employee must also be told who is coming to the meeting, and of their right to bring a support person or representative with them. A good way of communicating the arrangements for a meeting is by sending a letter or email. When an employer raises the issue with the employee, the issues outlined should be the only issues that are discussed. An employer should not raise past issues unless they are relevant. If an issue from the past has already been dealt with, an employer cannot raise it again. During the meeting During the meeting, the employer should explain the issue tactful...
Before the Meeting. X. Xxxx permission from your employer to attend the meeting you are selected for.
Before the Meeting adjourns the employee and his/her Union representative will be provided a written notification as to why he/she is being disciplined or placed on investigatory suspension.

Related to Before the Meeting

  • Right to Convene Meeting The Trustee or the Corporation may at any time and from time to time, and the Trustee shall, on receipt of a Written Direction of the Corporation or a written request signed by the holders of not less than 25% of the principal amount of the Debentures then outstanding and upon receiving funding and being indemnified to its reasonable satisfaction by the Corporation or by the Debentureholders signing such request against the costs which may be incurred in connection with the calling and holding of such meeting, convene a meeting of the Debentureholders. In the event of the Trustee failing, within 30 days after receipt of any such request and such funding of indemnity, to give notice convening a meeting, the Corporation or such Debentureholders, as the case may be, may convene such meeting. Every such meeting shall be held in the City of Vancouver or at such other place as may be approved or determined by the Trustee.

  • Right to Convene Meetings The Warrant Agent may at any time and from time to time, and shall on receipt of a written request of the Corporation or of a Warrantholders’ Request and upon being indemnified and funded to its reasonable satisfaction by the Corporation or by the Warrantholders signing such Warrantholders’ Request against the costs which may be incurred in connection with the calling and holding of such meeting, convene a meeting of the Warrantholders. If the Warrant Agent fails to so call a meeting within seven days after receipt of such written request of the Corporation or such Warrantholders’ Request and the indemnity and funding given as aforesaid, the Corporation or such Warrantholders, as the case may be, may convene such meeting. Every such meeting shall be held in the City of Toronto or at such other place as may be mutually approved or determined by the Warrant Agent and the Corporation.

  • Adjournment When a meeting is adjourned to another time or place, notice need not be given of the adjourned meeting and a new Record Date need not be fixed, if the time and place thereof are announced at the meeting at which the adjournment is taken, unless such adjournment shall be for more than 45 days. At the adjourned meeting, the Partnership may transact any business which might have been transacted at the original meeting. If the adjournment is for more than 45 days or if a new Record Date is fixed for the adjourned meeting, a notice of the adjourned meeting shall be given in accordance with this Article XIII.

  • Meeting A copy of the decision shall be sent to the grievant and to the UFF grievance representative if the grievant elected self-representation or representation by legal counsel.

  • Meeting of Shareholders 33 5.3 Access to Information....................................................................... 33 5.4 Confidentiality............................................................................. 34 5.5 Public Disclosure........................................................................... 34 5.6

  • PRE-BID MEETING 3.1. The contracting Agency/Department will hold a pre-bid meeting at LOCATION on DAY, DATE and TIME

  • Adjournments The chair of a meeting of shareholders may, and if so directed by the meeting must, adjourn the meeting from time to time and from place to place, but no business may be transacted at any adjourned meeting other than the business left unfinished at the meeting from which the adjournment took place.

  • Kick-off Meeting The goal of this subtask is to establish the lines of communication and procedures for implementing this Agreement. The Recipient shall: • Attend a “Kick-off” meeting with the CAM, the Commission Agreement Officer (CAO), and any other Energy Commission staff relevant to the Agreement. The Recipient will bring its Project Manager and any other individuals designated by the CAM to this meeting. The administrative and technical aspects of the Agreement will be discussed at the meeting. Prior to the meeting, the CAM will provide an agenda to all potential meeting participants. The meeting may take place in person or by electronic conferencing (e.g., WebEx), with approval of the CAM. The administrative portion of the meeting will include discussion of the following: o Terms and conditions of the Agreement; o Administrative products (subtask 1.1); o CPR meetings (subtask 1.3); o Match fund documentation (subtask 1.7); o Permit documentation (subtask 1.8); o Subcontracts (subtask 1.9); and o Any other relevant topics. The technical portion of the meeting will include discussion of the following: o The CAM’s expectations for accomplishing tasks described in the Scope of Work;

  • Required Meetings or Hearings Whenever any employee is required to appear before the Superintendent or his designee, Board or any committee, member, representative or agent thereof concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment or the salary of any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meetings or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meetings or interview.

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.