Disciplinary Code. The College shall follow due process and progressive discipline. No employee will be disciplined without just cause. Although each personal situation merits individual investigation of the facts and circumstances, every effort will be made by the College to establish and maintain consistency and uniformity in discipline of employees. An employee shall be entitled to have present, a representative of the Union during any meeting which might reasonably be expected to lead to disciplinary action. When a request for such representation is made, no meeting shall continue nor shall any action be taken with respect to the employee until such representative of the Union has reasonable opportunity to be present. Any complaint not called to the attention of the employee may not be used as the basis for any disciplinary action against the employee.
Disciplinary Code. The Charter School shall implement written rules and procedures for discipline, including guidelines for suspension and expulsion, consistent with the policies, if any, set forth in the Application, and disseminate those rules and procedures to students and parents. The rules and procedures shall be consistent with the requirements of due process, the provision of alternative instruction and with federal laws and regulations governing the placement of students with disabilities. The Charter School shall adopt and implement the provisions of 34 CFR Part 300 relating to the discipline of students with disabilities. To the extent that any provision of the Application or its Appendices conflicts with the provisions of this paragraph or 34 CFR Part 300, the provisions of this paragraph and 34 CFR Part 300 shall govern.
Disciplinary Code. The disciplinary code is the establishment of a formal framework for disciplinary action. It sets out rules and regulations with which employees are required to comply. The code is based on the following principles:
Disciplinary Code. A Disciplinary Code will be issued to all Contractors and employees as a guideline.
Disciplinary Code. (a) The apprentice may be suspended by the Company without pay during such period of suspension for the following reasons, and subject to the undermentioned limitations of each suspension, viz.: Nature of Offence or Misdemeanour Disobedience - Laziness Bad Timekeeping, First Offence - The apprentice shall be told that General Misconduct etcetera this caution will be noted on their history card. Second Offence - The apprentice may be suspended for a period not exceeding five working days (without pay). Time lost by such suspension shall be made up at the end of each year. Third Offence - The apprentice may be suspended for a period not exceeding ten working days (without pay). Time lost by such suspension shall be made up at the end of each year. Following a suspension the apprentice may be brought before the Company's Internal Apprenticeship Authority which shall admonish the apprentice and advise them that their offence or misdemeanour, if persisted in, may lead to cancellation of their indenture in accordance with Part 4 of the Apprenticeship and Traineeship Xxx 0000. Insolence, Wilful Disobedience, Xxxxxx First Offence - The apprentice may be instantly Damage to Property - Neglect of Safety suspended for a period not exceeding five Precautions which may result in injury to working days (without pay). Time lost by such himself or herself or fellow employees suspension shall be made up at the end of each Theft - Assault or Other Serious and year. Wilful Misconduct Second Offence - The apprentice may be instantly suspended for a period not exceeding ten working days (without pay). Time lost by such suspension shall be made up at the end of each year. Following a suspension the apprentice may be brought before the Company's Internal Apprenticeship Authority which shall admonish the apprentice. If such conduct is persisted in the apprentice may be suspended immediately and their indenture may be cancelled in accordance with Part 4 of the Apprenticeship and Traineeship Xxx 0000.
Disciplinary Code. It is understood that the present disciplinary code is to be used as a guide only-by supervisors on board the ship and members of shore management in the discipline of ship- board personnel. Discretion, good judgment and consistency should bo applied in all instances. .Accordingly, applying this code, consideration should be given to circumstances surrounding the incident or infraction for which is as well as the previous the xxxxxx involved. ,Investigations should be as thorough and as objective as possible. The following factors, amongst others, should be considered in -the determination of the appropriate disciplinary measure to be
Disciplinary Code. A copy of the Employer’s Disciplinary Code is attached as Annex B. and constitutes part of the Employment Contract.
Disciplinary Code. 8.3.1. The Company may use a ‘warning’ system to respond to an Employee’s misconduct or inability to attain or maintain satisfactory work standards.
Disciplinary Code. The parties have agreed that the offences shall be divided into four categories of offences. In the interest of all parties extenuating or mitigating factors will always be taken into account. It has been further agreed that an individual’s entire employment record shall be taken into account.
Disciplinary Code. The Benfleet Villa Club Committee shall have the power to expel a member when, in their opinion, it would not be in the interests of the Club for them to remain a member, for reason of misconduct of any kind. There shall be no appeal procedures. A member who is expelled shall not be entitled to any claim to the Club or any reasons for expulsion. Example are given below, however this list is neither, complete or exhaustive. Failure to attend training / matches or failure to notify Manager of non -availability. Careless, inappropriate or reckless behaviour. Use of foul language or offensive, disobedient behaviour. Damage to club property. Breach FA , Club Rules and Regulations, Code Of Conduct, Club Protection, Or Discrimination Policies. Acts of negligence or recklessness or any acts likely to endanger people pr property. Bullying, fighting or any kind of verbal or physical assault. Theft, Dishonesty. Possession or under the influence of drugs, alcohol, weapons or any other harmful material. Breaches of Criminal Law. Bringing the good name of the Club or Sport into disrepute. Complaints Procedure In the event that any member feels that he or she has suffered discrimination in any way , or that the Club Policies, Rules or Code of Conduct have been broken, should follow the procedure below: 1. They should report the matter to the Club Secretary or another member of the Committee. Your report should include: Details of what, when and where the occurrence took place. Any witness statements and names. Names of any others who have been treated in a similar way. Details of any former complaints made about the incident, date, when, and to whom made. A preference to a solution to the incident. 2. The Clubs Management Committee will sit for any hearings that are requested. 3. The Clubs Management Committee will have the power to: Warn as to future conduct. Suspend from membership. Remove from membership. Any person found to have broken the Clubs Policies or Codes of Conduct.
