Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.
Disciplinary Process. 29.8.1 A decision of an employee’s appropriate supervisor to forward an allegation of misconduct to the Director or designee shall result in the appropriate supervisor not having further decision making involvement into such investigation although the supervisor may make a recommendation as to the appropriate discipline to be administered.
Disciplinary Process. STEP 2 – Appeal of the Decision
Disciplinary Process. A. No State official or employee shall impose or threaten to impose reprisals on employees, discriminate or threaten to discriminate against employees, or otherwise interfere or threaten to interfere with employees, restrain or threaten to restrain employees, or coerce or threaten to coerce employees because of their exercise as a witness before the SPB or its authorized representative.
Disciplinary Process. 7.1 The Resident consents to the disciplinary processes and sanctions established by the College, and specifically acknowledges the right of the College to impose sanctions on the Resident for the breach of any provision of, or requirement established in accordance with, this contract. Such sanctions may include (but are not limited to):
Disciplinary Process. Prior to imposing discipline, except oral and written reprimands, the University will inform the employee and the Union in writing of the reasons for the contemplated discipline, including an explanation of the evidence.
Disciplinary Process. Where we find that misconduct or serious misconduct has occurred, there may be justification of disciplinary action. Before taking action against you, we will follow a fair and reasonable process with you, as we consider appropriate in the circumstances. We may terminate your employment without notice (summary dismissal) in the event of serious misconduct which may include but is not limited to: Any serious or persistent breach of this agreement or implied duty of fidelity; Wilful neglect in performing your duties; or Failure to comply with reasonable or lawful directions; or Disclosure of confidential information; or Deception in any way related with your work. Reporting to work whilst under the influence of drugs and/or alcohol, or consuming alcohol and/or drugs on work premises without our approval, or driving whilst under the influence of drugs and/or alcohol using our vehicles. Falsifying information including parental leave requests, annual leave requests or any other documents. Failure to declare any conflict of interest or potential conflict of interest. Unapproved access to or interfering with our computer systems including by deletion, alteration, copying or damage. Disregard and failure to observe health and safety rules or procedures including failure to use safety equipment or clothing provided by us. Unlawful or unapproved removal, possession, or misappropriation of money or property, or damage to property. Using bullying tactics, offensive, aggressive, belittling or threatening language or behaviour at the place of work. Any physical abuse or assault including fighting. Failure to inform us immediately concerning any material change in your personal circumstances which could affect our employment relationship, including notification of any pending criminal charges or of any matters under investigation by any professional body that you belong to. Serious or persistent failure to meet our dress, personal hygiene and grooming standards. Falsification of, or any deed that damages (or has the possibility to damage) us or our client relationships, or brings (or has the possibility to bring) us into disrepute. Acting in a way where coercion, discrimination or exploitation, including sexual and racial harassment or any other form of harassment to others has occurred. Smoking anywhere other than designated areas. Failure to hold or maintain relevant memberships, qualifications and/or licences as necessary to the employment relationship. Falsification...
Disciplinary Process. 19.5. The County shall use progressive discipline when the County believes that progressive discipline shall serve the dual purpose of providing both a corrective warning and a penalty to an employee whom the County intends to retain as an employee after the discipline. The County may begin discipline at any level depending on the employee’s conduct. Progressive discipline shall not be required when the County believes dismissal to be the appropriate discipline because of the employee’s conduct.
Disciplinary Process. 24.1 The General Manager may discipline any employee for just cause. The following measures are part of the disciplinary process: warning, reprimand, suspension with or without pay, dismissal, demotion, or reduction in pay.
Disciplinary Process. STEP 3 – Arbitration
