Disciplinary Action Process Clause Samples
Disciplinary Action Process. When an infringement occurs, which may require formal disciplinary action, the teacher concerned (or another complainant, such as a Parent) will initiate the disciplinary process by reporting the incident to a Housemaster/mistress or Executive member. A report or complaint may be supplemented by any additional information or statements to clarify or adequately detail the facts surrounding the alleged infringement. If warranted by the nature of the infringement/misconduct, the teacher and/or the Executive will investigate the complaint and alleged infringement to gather information and to decide on the appropriate corrective measures to be taken. The Head may assign a specific team to conduct the investigation. This assessment usually takes the form of an informal investigation, which generally includes an opportunity for the Pupil to “state his/her case” in response to the complaint. The Head or the teacher(s) involved may consult with the Disciplinary committee in order to decide on appropriate corrective action. The Disciplinary committee represents different viewpoints and constituencies in order to maintain as balanced a view as possible in recommending an appropriate penalty. The Disciplinary committee comprises all or some of the following: the Head, the Deputy Head, The Directors of Academics, Sports and Pastoral Care, a Housemaster, a Foundation Phase representative and the School psychologist. If deemed appropriate, an interview with Parents will be conducted. If, after investigation:
3.3.1. the infringement is confirmed but is considered to be of a nature that does not require a formal disciplinary hearing, the responsible Teacher/Housemaster/Executive member may counsel the Pupil and issue the appropriate penalty, warning or consequence to the Pupil(s) concerned;
3.3.2. the infringement is confirmed and is considered to be of a serious nature, it will be referred for a formal disciplinary hearing.
Disciplinary Action Process. The NCRA/ANREC Board of Directors may dismiss members with cause. As stated in the NCRA/ANREC by-laws 1.11.1, “The Board shall have authority to suspend or expel any Member from the Corporation for any one or more of the following grounds: i. violating any provision of the articles, by-laws, or written policies of the Corporation; ii. carrying out any conduct which may be detrimental to the Corporation as determined by the Board in its sole discretion; or iii. for any other reason that the Board in its sole and absolute discretion considers to be reasonable, having regard to the purpose of the Corporation.” This is an outline of the process by which NCRA/ANREC Board of Directors will handle member discipline:
1. Verbal warning
2. Written warning
3. Suspension of membership for 30 days
4. Expulsion of a member. The member can appeal this decision once to the board of directors, in writing, within 20 days of the notice of expulsion. After that date, the member may no longer appeal the decision. The board will respond within 30 days. * Please note, this is a summary only and there is a detailed member discipline policy under development that will be completed shortly and linked here.
Disciplinary Action Process. I further understand that failure to abide by the Vendor Code of Conduct and the Operating Procedures will initiate the Disciplinary Action Process.
Disciplinary Action Process. SD MINES shall issue all discipline and discharge actions consistent with all rules, regulations, and policies of the State of South Dakota, Board of Regents, South Dakota School of Mines & Technology, and UPD.
i. The City Chief may suspend or revoke the appointment of a UPD Officer for just cause based upon the City’s, State’s, or SD MINES’s policies. In the event of such action, the City shall notify the UPD Chief of this action and the basis for this action. Such suspension or revocation immediately suspends or revokes the authority of the individual to act as a law enforcement officer of the City pursuant to SDCL 9-29-19, and amendments thereto, until final resolution of appropriate discipline, discharge, or re- instatement. A UPD Officer whose appointment has been suspended or revoked by the City Chief may be retained by SD MINES for functions other than as a law enforcement officer pursuant to Section 3 above.
ii. A UPD Officer whose appointment by the City has been suspended or revoked shall have the right to appeal that action and request a hearing. Such appeal and request for a hearing must be initiated in writing to the City Chief (with a copy to the UPD Chief) within five (5) working days of the date the appointment was suspended or revoked. Failure to appeal and request a hearing within that time frame shall result in the ability to appeal being waived.
iii. In the case of an appeal, a review board shall be established consisting of two members appointed by the City, two members appointed by SD MINES, and one member mutually appointed by the City and SD MINES. The review board shall conduct a hearing within thirty calendar days from the date the appeal is received. The review board will deliver a written recommendation to the SD MINES Director of Facilities & Risk Management, or his or her successor, and the City Chief for a final decision within ten (10) calendar days after the hearing. Should the SD MINES Director of Facilities & Risk Management and the City Chief agree that the appointment was unjustly revoked, the officer’s appointment shall be fully restored by the City Chief. However, the City Chief retains final authority over UPD Officer appointment status pursuant to Sections 1, 2, and 3 of this Agreement.
Disciplinary Action Process