Disciplinary Matters. (a) The employer acknowledges the principles of procedural fairness and the right to a support person.
Disciplinary Matters. 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process.
Disciplinary Matters. 33.1. In all dealings with employees, which may lead to a disciplinary outcome, including termination, the employer commits to the principles of procedural fairness, natural justice and the right to a support person.
Disciplinary Matters. 7.3.1 The following principles shall be used in addressing complaints against teachers and matters of discipline and competence to ensure that such matters can in the interests of the parties be fully and fairly addressed. Many complaints will be able to be resolved by discussion between the employer or delegated nominee and the teacher concerned without the need to take the matter any further. The employer or delegated nominee should, wherever appropriate, seek to resolve complaints in this manner in the first instance. Questions of competence, conduct and/or discipline should be handled in a manner which as far as possible protects the mana and dignity of the teacher concerned. Teachers may seek whanau, family, professional and/or NZEI support in relation to such matters.
Disciplinary Matters. 5.1 All disciplinary matters pertaining to the education and training of the Learner in all its facets shall vest in the Principal of the School or in a person authorised thereto in writing by the Principal.
Disciplinary Matters. 7.4 Termination for incapacity Part Eight – Representation
Disciplinary Matters. 17.1 Wherever possible, any issues relating to conduct, competence and behaviour should be identified and resolved without recourse to formal procedures. However, if considered necessary, concerns regarding capability, performance and conduct will be dealt with in accordance with ‘Upholding Professional Standards in Wales’ (UPSW).
Disciplinary Matters. 9.01 A Union Committeeperson or an alternate Union Committeeperson will be present at a meeting between the Employer and an employee who has successfully completed his probationary period, where the purpose of the meeting is to issue discipline that will be placed upon the employee’s disciplinary record, provided the Union Committeeperson or alternate Union Committeeperson is on the Employer’s property.
Disciplinary Matters. Prior to any evaluation that could or would lead to disciplinary action, the Bargaining Unit Member shall be informed in advance and shall be given written notice within two (2) working days of his/her right to have a representative to be present at the evaluation conference, or any meeting with the employee regarding the disciplinary matter. (See Appendix “G”)
Disciplinary Matters. A. The accused has the right to have Union representation present during any interviews with the accused.
