Disciplinary Charges Clause Samples
The Disciplinary Charges clause outlines the procedures and grounds for initiating formal disciplinary action against an individual or entity subject to the agreement. Typically, this clause specifies the types of conduct that may trigger charges, the process for investigating alleged violations, and the rights of the accused during the proceedings, such as notice and an opportunity to respond. Its core function is to ensure a fair and transparent process for addressing misconduct, thereby maintaining order and accountability within the organization or contractual relationship.
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Disciplinary Charges. Following an investigation, if it is necessary in the judgment of the Center to charge an individual employee with incompetency or misconduct, the Center Director or his or her designee shall furnish the employee with a written statement of the charges, specifications, and possible penalties. An informational copy of the statement of charges shall be sent to the Union. The statement of charges shall be hand-delivered or sent by certified mail, return receipt requested, and by regular mail to the employee’s last address on file at the Center. The statement of charges shall indicate the date, time, and place, within ten (10) days, for a first step hearing at the Center, and the employee’s right to representation at such hearing.
A. First Step The Center Director, or such person as the Director may designate as the hearing officer, shall conduct a hearing on the charges and shall issue a written decision with regard to the charges within ten (10) working days of the hearing, and shall state the disciplinary penalty, if any. The Center may implement a penalty other than termination immediately. The decision shall inform the employee that he or she may appeal a decision with any of the following penalties to the President of the College which administers the Center for a Step II hearing within ten (10) days of the receipt of the Step I decision. Unreturned mail shall be presumed to have been received on the date following transmittal. In the event an appeal is not filed within the time limit prescribed, the Step I decision shall be deemed to have been accepted, and no issue stemming from or relating to the disciplinary action shall be subject to any further appeal. A Step I decision to terminate employment shall be effective upon failure to appeal to Step II. The penalties which may be appealed to Step II are: fine in excess of one hundred dollars ($100) suspension without pay for more than two (2) days, or termination of employment.
B. Second Step A Step II hearing shall be scheduled within fifteen (15) working days of receipt of a request for a hearing by the President or the President’s designee. A written decision shall be delivered to the Union and the employee within fifteen (15) working days from the conclusion of the Step II hearing. The Step II decision shall inform the employee that he or she may appeal the decision with either of the following penalties to the Chancellor’s Designee for a Step III hearing, within ten (10) days of the receipt of ...
Disciplinary Charges. Following an investigation, if it is necessary in the judgment of the Center to charge an individual employee with incompetency or misconduct, the Center Director or his or her designee shall furnish the employee with a written statement of the charges, specifications, and possible penalties. An informational copy of the statement of charges shall be sent to the Union. The statement of charges shall be hand-delivered or sent by certified mail, return receipt requested, and by regular mail to the employee’s last address on file at the Center. The statement of charges shall indicate the date, time, and place, within ten (10) days, for a first step hearing at the Center, and the employee’s right to representation at such hearing.
A. First Step
B. Second Step
C. Third Step
Disciplinary Charges. Following an investigation, if it is necessary in the judgment of the College to charge an individual employee with incompetency or misconduct, the college official vested with such responsibility shall furnish the employee with a written statement of the charges, specifications and possible penalties. An informational copy shall also be sent to the Union. The statement shall be hand-delivered to the employee or sent by "Certified Mail -- Return Receipt Requested" to the employee's last address on file at the College. The statement shall indicate the date, time and place, within ten days, for the first step hearing at the College. The statement shall also indicate the employee's right to representation at such hearing.
A. First Step
B. Second Step
C. Third Step (Arbitration)
Disciplinary Charges. The Employee shall be informed of the nature of the investigation prior to questioning. Any time an investigation concerning an Employee occurs wherein disciplinary action of record (suspension, reduction, or removal) will or may result, the Employee will be notified when he or she is first questioned that such result is possible.
Disciplinary Charges. An Officer is not obligated to answer questions after disciplinary charges have been placed against the Officer either formally or informally.
Disciplinary Charges. All disciplinary records shall be removed/expunged within three
Disciplinary Charges. The Management shall immediately submit written allegation/s to the employee in writing with a directive to forward his/her response within 7 days. The allegations must be specific and put to the alleged perpetrator in a manner in which he/she can understand. The employee being investigated must forward his response within 14 days, failing which he/she shall be deemed to have admitted the allegations.