Disciplinary Action Procedure. X. Recorded verbal warning by administrator/supervisor.
Disciplinary Action Procedure. Any employee breaching the provision of the EBA, the Award, Company Policy, or Legislation etc will be subject to disciplinary action. The extent of this action will fairly reflect the seriousness of each incident.
Disciplinary Action Procedure. (a) When the possibility of disciplinary action is believed to exist, the Employee shall be entitled to have his/her Association xxxxxxx present at all stages of the disciplinary process. If no disciplinary action is contemplated or believed to exist, the Employee shall have no right to Association representation.
Disciplinary Action Procedure. Any breach of the Company's Code of Conduct, policies, etc., or any act of omission or commission constituting misconduct, or failure to attain or maintain a satisfactory work standard, by any employee will be regarded as a disciplinary or capability matter. The procedure for such misconducts, matters or offences including major misconduct shall be as set out under the Code of Conduct and/or Progressive Disciplinary Policy. If you are accused of misconduct, you shall be liable to be suspended from service pending or in contemplation of enquiry. During suspension, you shall be entitled only to a subsistence allowance at the rate described in the attached Appendix - 2, forming an integral part & parcel of this employment agreement. The rate of subsistence allowance, as described in Appendix - 2, is as per the prevailing statutory regulations and is subject to change in terms of any statutory amendment thereto. Accordingly, the rate of subsistence allowance as per prevailing regulations, applicable from time to time, shall apply. If you are found guilty of any charge of misconduct, you shall be deemed to be absent during the suspension period and not be entitled to any compensation, remuneration or other amount except the subsistence allowance paid / payable. In the enquiry, you may bring only a co-employee (who is not accused of similar charges) to represent or assist you. In no case would you be entitled to bring any outsider who is not employed with the Company, to represent or assist you at such enquiry.
Disciplinary Action Procedure. The Disciplinary Action Procedure shall be specified in PMR 47 and any modifications thereto. PMR 47 and any modifications thereto are hereby incorporated into this Agreement and are binding on all parties, except that if the parties mutually agree, an appeal of any suspension or more severe disciplinary action, as defined in PRM 47.7(c), may instead be submitted to an arbitrator. If the parties disagree about whether a termination shall be heard by an arbitrator, within 2 business days of the disagreement, either party may request mediation. Mediation shall be scheduled within 30 days of the initial request. The request for mediation does not preclude the department from scheduling an initial hearing date before the Personnel Commission. Mediation shall not be binding. If the parties disagree about whether another severe disciplinary action, such as suspension or demotion, be heard by an arbitrator, the case shall be heard in front of the Personnel Commission, as articulated in PMR 47. If the parties mutually agree to have the termination heard before an arbitrator, the decision of the arbitrator shall be final and binding on all parties, subject to ratification by the Board of Supervisors if the decision requires an unbudgeted expenditure. The arbitrator shall have the same limitations as listed in PMR 24.4.
Disciplinary Action Procedure. Any employee breaching the provision of the EBA, the Award, Company Policy, Legislation etc will be subject to disciplinary action. The extent of this action will depend on the seriousness of each incident.
Disciplinary Action Procedure. Disciplinary action shall be taken according to the following procedures.
Disciplinary Action Procedure. (a) Upon request, an Employee is entitled to have his/her Union Xxxxxxx present when the Employee reasonably believes the possibility of disciplinary action exists. If no disciplinary action is contemplated or reasonably believed to exist, the Employee shall have no right to Union representation. Upon request, an Employee shall be entitled to have his/her Union Xxxxxxx present at all steps of the disciplinary process. The Employer shall notify the Union that disciplinary action is being initiated, and if the Employee does not desire union representation they may refuse by signing such acknowledgement.
Disciplinary Action Procedure. 1. To enforce plant rules and regulations, the Company will follow a progressive discipline system which may include warnings, suspensions, and terminations.
Disciplinary Action Procedure. (a) Upon request, an employee is entitled to have his/her Union Xxxxxxx present when the employee reasonably believes the possibility of disciplinary action exists. If no disciplinary action is contemplated or reasonably believed to exist, the employee shall have no right to Union representation. Upon request, an employee shall be entitled to have his/her Union Xxxxxxx present at all steps of the disciplinary process.
