Disciplinary Decision. No later than fourteen (14) calendar days after the close of the pre-disciplinary meeting, the College shall inform the faculty member of its disciplinary decision in writing.
Disciplinary Decision. No later than fourteen (14) calendar days after the close of the Pre- Disciplinary Meeting, the Employer shall inform the employee and PSE of its decision in writing. The written notice will include the specific cause for any discipline issued, and will inform the employee of his or her right to grieve. If the disciplinary decision involves a suspension or a permanent reduction in pay, the notice will set an effective date for the disciplinary action of at least fifteen (15) calendar days from the date the notice was prepared.
Disciplinary Decision. Oral reprimands shall be subject to the grievance procedure set forth in this Agreement but shall not be subject to arbitration. The City Manager shall make any decision to suspend a member for more than three (3) days, reduce a member’s pay or rank or remove a member. The City Manager may delegate to the Chief the authority to impose lesser discipline. A member may appeal a disciplinary decision directly to arbitration procedure set forth in Article 7. Such appeal must be made, with the approval of the Lodge President, within fourteen (14) calendar days of the member’s receipt of the disciplinary decision of the City Manager or the Chief. In order to invoke the arbitration process, the appeal must be delivered by hand or received by the City Manager within this fourteen (14) calendar day period.
Disciplinary Decision. The University shall inform the employee and the Union of its decision in writing. The written notice will include the specific cause for any discipline issued, and will inform the employee of his or her right to grieve. If the disciplinary decision involves a permanent reduction in pay or dismissal, the notice will set an effective date for action of at least fourteen
Disciplinary Decision. No sooner than the day following the close of the Pre-Disciplinary Meeting but no later than fourteen (14) calendar days after the close of the Pre-Disciplinary Meeting, the District will inform the employee and the Union of the disciplinary decision in writing.
Disciplinary Decision. No later than fourteen (14) calendar days after the close of the Pre-Disciplinary Meeting, the University shall inform the employee and the Federation of its decision in writing. The written notice will include the specific cause for any discipline issued, and will inform the employee of his or her right to grieve. If the disciplinary decision involves a permanent reduction in pay or discharge, the notice will set an effective date for that discharge of at least fifteen (15) calendar days from the date the notice was prepared; provided that discharge shall be effective immediately in the event the University determines that the employee’s continued employment jeopardizes employee safety, University property or good public service. Circumstances justifying immediate discharge will be explained in the written notice. This notice will be delivered no later than the end of the day following the effective date.
Disciplinary Decision. No later than fourteen (14) calendar days after the close of the Pre-Disciplinary Meeting, the Employer shall inform the employee of its decision in writing.
Disciplinary Decision. The University shall inform the employee and the Union of its decision in writing. The written notice will include the specific cause for any discipline issued, and will inform the employee of his or her right to grieve. If the disciplinary decision involves a reduction in pay, permanent demotion or dismissal, the notice will set an effective date for action of at least fourteen (14) days from the date the notice was delivered to the employee. The University may dismiss an employee effective immediately with pay in lieu of the fourteen (14) days’ notice period. The University may dismiss an employee effective immediately, without pay, in lieu of the fourteen (14) days’ notice period if the Appointing Authority determines that continued employment jeopardizes the good of the department. The notification for the dismissal is required and shall state the reason(s) for the dismissal and, in addition, the necessity for the immediacy of the action.
Disciplinary Decision. No later than fourteen (14) calendar days after the conclusion of the NCRFA’s investigation or the pre-disciplinary hearing, whichever occurs later, NCRFA shall inform the employee of its disciplinary decision in writing.
Disciplinary Decision. No later than fourteen (14) calendar days after the close of the Pre-Disciplinary Meeting, the Employer shall inform the employee and PSE of its decision in writing. The written notice will include the specific cause for any discipline issued, and will inform the employee of his or her right to grieve. If the disciplinary decision involves a permanent reduction in pay or discharge, the notice will set an effective date for that discharge of at least fifteen (15) calendar days from the date the notice was prepared; provided that discharge shall be effective immediately in the event the Employer determines that the employee’s continued employment jeopardizes employee safety, Employer property or good public service. Circumstances justifying immediate discharge will be explained in the written notice. This notice will be delivered no later than the end of the day following the effective date.
