Disciplinary Reasons Sample Clauses

Disciplinary Reasons. If the removal is for disciplinary reasons and the investigation reveals a prima facie case for disciplinary removal, the employee will be scheduled for available work by the Employer for which the employee has the requisite qualifications and ability, subject to the provisions of the Collective Agreement, until the employee is awarded a vacancy in accordance with Article 12. In removals from site which are alleged to be for disciplinary reasons, the Employer shall provide written reasons (with a copy to the Union and Staff Representative) as to why the employee was directed to be removed by the Client within seven (7) days of the request. In disciplinary removals, the employee reserves the right to file and process a grievance alleging discipline without cause and in accordance with the relevant provisions of this Agreement. The matter will be dealt with in accordance with the attached Memorandum of Agreement. It is agreed and understood that removal from site for disciplinary reasons is a disciplinary penalty permissible only where there is just cause for such penalty. Where a disciplinary removal is found to be without just cause, such removal will be amended to a non-disciplinary removal.
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Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This hearing shall be used to determine that just cause exists for discharge. Employees who are hired with the expectation that they will obtain certain licenses, for example Paramedic and Firefighter I, and do not obtain these licenses shall be subject to termination. Employees may have up to one year from the time when educational opportunities are available to obtain these licenses; however, the Fire Chief may determine the employee should have obtained these licenses prior to the one-year period and therefore be subject to termination during the one-year grace period. At the Fire Chief’s discretion, all employees are required to maintain their highest certification, such as Paramedic, Firefighter II, while employed by the Saco Fire Department. Failure to maintain this certification shall be considered just cause for termination.
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Disciplinary Reasons. Disciplinary action may be imposed upon an employee for failure to fulfill their responsibilities as an employee. Violation of work rules, instances of unacceptable behavior, misconduct, or continued unsatisfactory performance will subject an employee to “progressive discipline.” All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. This meeting shall be used to determine that just cause exists for discharge.
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Disciplinary Reasons. All disciplinary actions shall be for just cause and subject to the grievance procedure. In the event of a discharge an employee must first be afforded a discharge hearing whether they request it or not. When an employee is notified of a pending discharge hearing, said notice shall contain any/all alleged violations or misconduct. Said hearing shall be held at a mutual convenient time and date to allow the parties sufficient time to prepare. This meeting shall be used to determine whether just cause exists for discharge.
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Related to Disciplinary Reasons

  • 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 Disciplinary action grievable by the employee shall include written appraisals (if utilized), written censures, and warnings. An employee shall be given a copy of any such document placed on the employee's file which might be the basis of disciplinary action. Should any employee dispute any such entry in their file they shall be entitled to recourse through the grievance procedure. The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • 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 The above criteria shall be the primary factors upon which an employee’s performance is judged and upon which annual performance pay decisions are determined.

  • Disciplinary Actions It is further agreed that any violation of the above shall be automatic and sufficient grounds for immediate disciplinary action. Any such disciplinary action may be appealed pursuant to Article 20 herein contained.

  • 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.

  • Supervisor A. Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Discipline Policy At Junior Academy, we believe that good discipline consists of positive training in the right direction. Our staff must have the right to correct a child’s behavior when and if necessary in order to maintain a pleasant atmosphere and teach appropriate behavior. By providing an environment where participation in activities is both fun and rewarding, good behavior becomes a natural part of the experience. We use positive reinforcement and praise to encourage appropriate behavior. “Praise in public and correct in private” is followed at Junior Academy. If a child displays inappropriate behavior on a regular basis, the parents will be consulted for help and support. If a child needs to be picked up due to a discipline concern, he/she will need to be picked up within an hour of parent/guardian notification. Continued offenses (physically harming him/herself, another child or teacher, safety concerns, and/or destruction of school property) may lead to suspension or removal from the program. If at any time we are unable to meet a student’s behavioral, social, developmental or emotional needs, we reserve the right to refer a family to other outside agencies. The staff will never use physical punishment, ridicule, profane, threatening, or abusive language, or deny food or drink as punishment. Initials: Biting Policy When a child bites, he/she is immediately removed from the situation and placed in the school office. As a consequence, the child will remain in the school office for a minimum of 1 minute per year of the child’s age. Parents will be notified of the incident and asked to sign an incident report, which will be kept on file in the school office. When a major offense (bites that break the skin or repeated biting) occurs, the child will be sent home. A third biting incident will require a parent conference to discuss further action. Continued offenses may lead to suspension or removal from the program. When a child has been bitten, the wound will be cleaned with soap and water and any other necessary first aid will be applied. Parents will be notified of the incident and asked to sign an incident report, which will be kept on file in the school office. Initials: