DISCIPLINARY PENALTIES Clause Samples
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DISCIPLINARY PENALTIES. 4.1 At a disciplinary hearing or on an appeal against a disciplinary decision the Club may dismiss the allegation or if it is proved to the Club's satisfaction may:
4.1.1 give an oral warning a formal written warning or after a previous warning or warnings a final written warning to the Player;
4.1.2 impose a fine not exceeding the amount of the Player's basic wage for a period of up to two weeks for a first offence (unless otherwise approved by the PFA in accordance with the Code of Practice) and up to four weeks for subsequent offences in any consecutive period of twelve months but only in accordance with the provisions of the Code of Practice;
4.1.3 order the Player not to attend at any of the Club's premises for such period as the Club thinks fit not exceeding four weeks;
4.1.4 in any circumstances which would entitle the Club to dismiss the Player pursuant to any of the provisions of clause 10 of this contract dismiss the Player or impose such other disciplinary action (including suspension of the Player and/or a fine of all or part of the amount of the Player’s basic wage for a period not exceeding six weeks).
4.2 Any warning or sanction given under this disciplinary procedure will be deleted in the Club's records after twelve months.
DISCIPLINARY PENALTIES. A copy of all letters of employee reprimand shall be sent to the chief ▇▇▇▇▇▇▇, except in cases where in the Company’s opinion the matter involved is of a confidential nature. In the latter instance, the letter will state that the Union has not received a copy of the letter. This shall not prevent a supervisor from taking on-the-job disciplinary action including immediate suspension subject to later confirmation.
DISCIPLINARY PENALTIES. When deciding penalties, we take into account the seriousness of the misconduct, the circumstances of the misconduct, and your means and general personal circumstances. Penalties may include: • Written warnings • A fine or a requirement to pay reasonable compensation or a requirement to perform services for the BU community • Suspension from your course for a fixed period of time, up to twelve months • Exclusion from the award of a degree or other academic award • Withdrawing you from your course. See paragraph 28 (Financial arrangements on withdrawal, suspension or other interruption) for more information about fees, refunds and access to funding if you are withdrawn or suspended.
DISCIPLINARY PENALTIES. When deciding penalties, we take into account the seriousness of the misconduct, the circumstances of the misconduct, and your means and general personal circumstances. Penalties may include: • Written warnings • A fine or a requirement to pay reasonable compensation or a requirement to perform services for the BU community • Suspension from your course for a fixed period of time, up to twelve months • Exclusion from the award of a degree or other academic award (usually applicable only if the misconduct relates to examinations or assessed work) • Withdrawing you from your course. See paragraph 28 (Financial arrangements on withdrawal, suspension or other interruption) for more information about fees, refunds and access to funding if you if you are withdrawn or suspended.
DISCIPLINARY PENALTIES. Any employee producing a positive drug or alcohol test or refusing to submit to drug or alcohol testing may be subjected to discipline up to and including possible discharge.
DISCIPLINARY PENALTIES. Penalties may include a written warning; a fine or a requirement to pay reasonable compensation or a requirement to perform services for the BU community; suspension from your course; exclusion from the award of a degree or other academic award (usually applicable only if the misconduct relates to examinations or assessed work); and or withdrawing you from your course.
DISCIPLINARY PENALTIES. A. Major disciplinary penalties are:
i. Suspension or fine, of more than five (5) days at one time; ii. Disciplinary demotion;
DISCIPLINARY PENALTIES resulting in a suspension without pay will not be imposed until a final decision (agreement between union and management, or an arbitrator’s decision) has been reached.
DISCIPLINARY PENALTIES. A copy of all letters of employee reprimand shall be sent to the chief ▇▇▇▇▇▇▇, except in cases where in the IESO's opinion the matter involved is of a confidential nature. In the latter instance, the letter will state that the Union has not received a copy of the letter. This shall not prevent a supervisor from taking on-the-job disciplinary action including immediate suspension subject to later confirmation.
DISCIPLINARY PENALTIES resulting in a suspension without pay will not be imposed until a final decision (agreement between the Society and the employer, or an arbitrator’s decision) has been reached. The above is contingent upon the following: 18 Principle and Process of Prior Involvement in Jurisdictional Issues/ Disputes
18.1 Inergi should advise the Society and provide an opportunity for its involvement at the appropriate organizational level (e.g., Inergi, Business Unit, Division, Station) prior to making any final decision which could adversely affect the Society’s jurisdiction. The Society’s jurisdiction may be adversely impacted by any organizational or operational changes, including technological changes, workload changes, and business process re-engineering. The Society’s jurisdiction is adversely impacted by any assignment of functions customarily done by Society- represented employees to persons or employees outside of its bargaining unit and/or reduces the proportion of work customarily performed by Society- represented employees relative to that done by persons or employees outside of its jurisdiction.
18.2 Prior to making a final decision that could adversely impact the Society’s jurisdiction, at the request of either party, Inergi will establish a joint team with the Society which will review relevant facts and issues. In the event that the jurisdiction of another union is affected by this decision, the Society and Inergi will strive to include a representative of this union in the review team. The criteria considered by the joint or tripartite review team will include the following: • representational rights • skill and training • safety • economy and efficiency • past practice
18.3 The parties agree to make their best efforts to reach consensus on issues affecting the Society’s jurisdiction which will form the basis of recommendations to Senior Management.
18.4 In the event that consensus is not reached on issues affecting the Society’s jurisdiction or Senior Management rejects the joint/tripartite team’s recommendation(s), Inergi will make the final decision and will provide written rationale for the decision to the Society.
18.5 The principle and process set out in 18.1 to 18.4 are not grievable with the exception of ▇▇▇▇▇▇’s final decision. The recommendations of joint tripartite teams are without prejudice and cannot be relied upon at grievance/arbitration or before any labour relations board.