Disciplinary a. Details of any active restoring efficiency case for reasons of performance
Disciplinary. The employee is separated by the employer for disciplinary cause arising from the employee's performance or non-performance of job responsibilities. Such action occurs at any necessary point in time
Disciplinary. Disciplinary transfers, when necessary, shall be for just cause and shall follow a conference with HR.
Disciplinary initial review: The Head of Student Services will review the matter and will normally have an initial meeting with you within five working days. The Head of Student Services may appoint a representative to act on their behalf. The Head of Student Services may decide to take no further action, to seek and review further evidence or to continue with disciplinary action. The Head of Student Services may suspend you while we take action (see paragraph 18.7).
Disciplinary. The salary shall be the same step which the employee had before the demotion; however, the employee shall not be placed on a step which provides for a lower salary than the employee had prior to the promotion.
Disciplinary. The Administration may take progressive disciplinary action against any Unit Member for conviction of a felony or a major misdemeanor in accordance with state law, or for violations of or failure to comply with, any provisions of this contract or any reasonable rules and regulations adopted by the Board. Such disciplinary action may be imposed as follows:
Disciplinary. When an employee is demoted for disciplinary reasons, the rate of pay in the lower range shall be no less than that which the employee received prior to promotion
Disciplinary. The employee is separated by the employer for just cause. Just cause includes, but is not limited to: deficient or non-performance of job responsibilities; a violation of any rule, regulation or policy; misconduct in office; gross insubordination; willful neglect of duty; immorality; and adjudication of guilt or conviction of a crime involving moral turpitude or felony charge.
Disciplinary grievance refers to a grievance involving a verbal reprimand, written reprimand, suspension, removal or a reduction in pay and/or position. Grievances concerning suspensions, removals, or reduction in pay and/or position shall be initiated at Step 2 of the grievance procedure.
Disciplinary. Contractors may use their own disciplinary processes as the need arises, and in line with those stipulated in the contract (e.g. SHEQ requirements). In the case where ERI is unsatisfied with the disciplinary outcome, or the process is seen as inequitable to the workforce (e.g. employees working in the same area), ERI reserves the right to conduct its own investigation. In the case where employees are regarded as part of ERI, ERI will conduct its own disciplinary procedures. Otherwise ERI may request the supplier to remove, or reinstate, the resource in question with a replacement immediately.
