Disciplinary Time Off Sample Clauses

The Disciplinary Time Off clause establishes the employer's right to temporarily remove an employee from work duties as a consequence of misconduct or policy violations. Typically, this clause outlines the conditions under which time off may be imposed, the duration of such leave, and whether it is paid or unpaid. Its core function is to provide a structured response to employee infractions, ensuring workplace discipline while giving both parties clarity on the consequences of unacceptable behavior.
Disciplinary Time Off. At the Employer's option disciplinary time off due to a disciplinary action concerning the employee’s attendance may be deducted from the employee’s accumulated vacation in lieu of requiring employee to miss scheduled work days as an unpaid disciplinary suspension, up to a maximum of ten (10) work days per year.
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Disciplinary Time Off. Any time off imposed as part of a disciplinary action, if more than one day in length, must be served consecutively. Disciplinary time off must commence within five (5) days of the date that employee is given notice of the disciplinary action.
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Disciplinary Time Off. No employee who has been in the service of the Company one hundred twenty (120) days or more shall be assessed a disciplinary layoff until he has been given the opportunity to discuss with a Union representative the circumstances involved and to attend an investigation meeting with a representative of the Union, conducted by the charging supervisor, and presented with a written statement copy to his Union representative of the precise charges and the penalty imposed. The employee and his authorized representative will be advised of the purpose of this investigation before it is convened (see letter on Page 148). In the event the Company determines that a decision resulting from such investigation meeting will not be rendered for several days, then the appropriate union representative will be advised of the progress of such investigation and the anticipated date for rendering a decision.
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Disciplinary Time Off. Qualification for Perfect Attendance is administered by the payroll system in cooperation with Human Resources.
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Related to Disciplinary Time Off

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Record 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.