Disciplinary Action for Unexcused Absences or Unexcused Tardiness Sample Clauses

Disciplinary Action for Unexcused Absences or Unexcused Tardiness. For the purpose of progressive disciplinary action as described in the Disciplinary Chart below, any single unexcused absence or unexcused tardiness will be considered an “occurrence.” Fewer than four (4) consecutive days of unexcused absence will be considered a single occurrence. Occurrences may be combined for the purpose of progressive discipline as described in the Disciplinary Chart contained herein. Following a final written warning, any single occurrence of unexcused absence or unexcused tardiness will result in further disciplinary action up to and including termination of employment. Within any given rolling 12 month period, the following progressive disciplinary steps described in the Disciplinary Chart will be taken: Disciplinary Chart An oral warning will be issued when any of the following occur: Three (3) occurrences of unexcused tardiness Three (3) occurrences of unexcused absence Any combination of three (3) occurrences of unexcused absences or tardiness A written warning will be issued when any of the following occur: Four (4) occurrences of unexcused tardiness Four (4) occurrences of unexcused absence Any combination of four (4) occurrences of unexcused absences or tardiness A final written warning will be issued when any of the following occur: Five (5) occurrences of unexcused tardiness Five (5 ) occurrences of unexcused absence Any combination of five (5) occurrences of unexcused absences or tardiness Following a A single (1) occurrence of unexcused tardiness final written warning further A single (1) disciplinary action up to occurrence of unexcused absence and including termination will occur after:
Sample 1
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Related to Disciplinary Action for Unexcused Absences or Unexcused Tardiness

  • 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.

  • Reason for Layoff Layoffs shall occur due to lack of work or lack of funds.

  • Termination for Material Breach A party may terminate this Agreement immediately upon notice to the other parties if any of the other parties materially breaches this Agreement, and if capable of cure, does not cure the breach within 10 days after receiving notice specifying the breach. If the material breach affects only certain Services, the non-breaching party that served the notice may choose to terminate only the affected Services.

  • Notice of Criminal Activity and Disciplinary Actions a. Xxxxxxx shall immediately report in writing to their contract manager when Xxxxxxx has knowledge or any reason to believe that they or any person with ownership or controlling interest in the organization/business, or their agent, employee, contractor or volunteer that is providing services under this Contract has:

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

  • Independence from Material Breach Determination Except as set forth in Section X.D.1.c, these provisions for payment of Stipulated Penalties shall not affect or otherwise set a standard for OIG’s decision that CHSI has materially breached this CIA, which decision shall be made at OIG’s discretion and shall be governed by the provisions in Section X.D, below.

  • 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, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • Termination for Force Majeure In the event of a force majeure that lasts longer than thirty (30) days from the date that a Party claiming relief due to the force majeure event gives notice to the other Party, the Party not claiming relief under the force majeure event may terminate this Agreement upon written notice to the other Party. For the avoidance of doubt, the COVID-19 pandemic does not constitute a force majeure event.

  • Termination for fault 19.3.1 The Commonwealth may terminate this Agreement by notice where the Grantee has:

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