Disciplinary Work Rules Sample Clauses

Disciplinary Work Rules a) The following work rules are listed as examples of acts of misconduct for which disciplinary action will be required. There are two (2) distinct sets of rules. The first group of rules lists serious misconduct, a violation of which will result in immediate discharge. They are listed so that there will be no confusion what is expected of you while at work. There is a second list of less serious violations which will result in progressive discipline and, if not corrected, discharge. An understanding of these rules will undoubtedly aid good work performance. We have attempted to list the major acts of misconduct that occur most frequently. Obviously, every possible act of misconduct for which you can be discharged or disciplined is not listed below. Please study and familiarize yourself with these rules. Common sense should prevent you from violating any one of them. CAUSES FOR IMMEDIATE DISCHARGE INCLUDE, BUT ARE NOT LIMITED TO THE FOLLOWING:
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Related to Disciplinary Work Rules

  • DISCIPLINARY RULES Peace officers shall be subject to disciplinary action for unprofessional conduct whenever:

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Disciplinary Measures 19.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's employment file.

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • 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.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

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