Disciplinary infractions Sample Clauses

Disciplinary infractions. Any conduct by the Student that would result in either a mandatory assignment to the District’s Disciplinary Alternative Education Program (DAEP) or expulsion for a resident student, or that constitutes “serious” misconduct under the District’s Code of Student Conduct, shall result in immediate revocation of this Agreement. At the Superintendent’s discretion, in consultation with the campus Principal, any conduct by the Student that could result in a discretionary DAEP removal may result in immediate revocation of this Agreement.
Sample 1Sample 2Sample 3See All (12)
AutoNDA by SimpleDocs
Disciplinary infractions. It is understood that an undercover officer cannot be expected to pose as a model student. Nonetheless, no undercover officer will engage in any activities that unduly disrupt the educational environment, or that amount to disciplinary infractions of such a nature and magnitude so an to prevent other students from enjoying the full benefits of that educational environ- ment. An undercover officer will at all times respect the rights of teachers and other students.
Sample 1
Disciplinary infractions. All disciplinary infractions prior to ratification will be handled in the same manner as per Article 11.03. Original XXX #3– January 7, 2016 LETTER OF UNDERSTANDING #4 – Medical Examinations & Documentation When a Driver is required to undergo a Ministry of Transportation medical in order to maintain a Driver’s licence, and such licence classification is a condition of employment, the Driver will be reimbursed to a maximum of seventy-five dollars ($75.00) upon providing a receipt as long as they have completed two hundred and fifty (250) hours of work in the prior twelve (12) months of the medical exam. Any other medical forms requested by the Company where there is a cost associated in providing the information to the Company, the Driver will be reimbursed up to a maximum of fifty dollars ($50.00) for each request when the Driver provides a receipt. For other documents being requested by the Company, the Company will pay the full cost. Original XXX #4 – January 7, 2016 Amended XXX #4 – January 7, 2019 LETTER OF UNDERSTANDING #5 – Working for a Competitor Working for another Motor Coach operator in Southern Ontario is a conflict of interest. Great Canadian Coach Drivers are precluded from working for a competitor unless this arrangement was in place prior to the ratification of this contract. All such conflicts must be reported to the Coach Operations Manager immediately. Original XXX #5 – January 7, 2019 LETTER OF UNDERSTANDING #6 – Confidentiality In the course of their daily duties, Drivers and Union Stewards are often in possession of confidential Company information. This could include, but is not limited to:  Company manuals  Client Names and Information  Itineraries  Daily Dispatch Sheets These documents are the intellectual property of Great Canadian Coaches and it is understood that these are not to be shared outside the purview of their intent. Original XXX #6 – January 7, 2019 LETTER OF UNDERSTANDING #7 – Passport Renewals The Company will reimburse one hundred dollars ($100.00) towards the cost of a passport renewal for those Drivers that are authorized to drive in the United States as per the Company hiring requirements. Original XXX #7 – January 7, 2019 LETTER OF UNDERSTANDING #8 - Time Lines for New Process for Dispatch Procedures, Article 31 AND 32. During the current negotiations, the parties agreed to revise the qualifications and processes for the 8 Day or Greater Board and GCH & High End Tour Board – Less than 8 days which also affe...
Sample 1
Disciplinary infractions. Any conduct by the student that would result in a mandatory assignment to in-house suspension, to AEP or expulsion for a resident student or that constitutes “serious” misconduct under the District’s Student Code of Conduct shall result in revocation of this agreement. At the Superintendent’s discretion, in conjunction with the campus principal, any conduct by the student that could result in a discretionary AEP removal may result in revocation of this agreement.
Sample 1
Disciplinary infractions. Any conduct by the Student that would result in a mandatory or permissive assignment to DAEP or expulsion for a resident student or that constitutes “serious” or “persistent” misconduct under the District’s Code of Student Conduct or more than 3 referrals that are made within any grading period for misconduct shall result in revocation of this agreement at the end of the school term or semester. “Cause” includes, without limitation, notification to the District by an agency of the state or federal government that the transfer contemplated by this agreement is not authorized by law, maintaining attendance or academics, or any disciplinary infraction by the Student which under this agreement permits revocation.
Sample 1

Related to Disciplinary infractions

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Records Any disciplinary record shall be removed from an employee's file after eighteen (18) months from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Action 17:01 An employee shall only be disciplined for just cause.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P and TSHRS laws, regulations, TSHRS Disciplinary Action Policy 7G.1 and other applicable policies.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Disciplinary Record 22.05 A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

Time is Money Join Law Insider Premium to draft better contracts faster.