Disciplinary Action Imposed Sample Clauses

Disciplinary Action Imposed. For offenses in which an oral or written reprimand is being considered, the Employer's decision regarding whether or not to impose disciplinary action will be made within 10 working days following the Employer being made aware of the incident in question. If, however, the incident warrants, as determined by management, the consideration of suspension without pay or dismissal, a thorough investigation will be completed within a reasonable amount of time followed by a Pre-Disciplinary Conference. The decision to impose discipline in this case will occur within 10 working days of the conclusion of the Pre-Disciplinary Conference.
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Disciplinary Action Imposed. The Employer's decision regarding whether or not to impose disciplinary action shall be made within a reasonable period of time following the incident in question, or the conclusion of the Pre-Disciplinary Conference (if applicable).
Sample 1

Related to Disciplinary Action Imposed

  • 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.

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

  • 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.

  • 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:

  • 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.

  • 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.

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

  • 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.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

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