Discipline 4 Sample Clauses

Discipline 4. 02.01 The City shall endeavour to apply discipline consistently and fairly. The Union recognizes the right of the City to discipline employees for just cause. An employee may receive a written disciplinary report, be discharged, suspended, or otherwise disciplined for just cause. Copies of all disciplinary reports, suspensions, discharges or other discipline shall be provided to the employee and the Union, and such documentation shall clearly indicate the exact nature of the discipline and the reasons it is being applied. Such disciplinary documentation shall be issued within 15 working days of the date the disciplinary infraction became known to the City. Should the infraction investigation require more than 15 working days, the employee will be advised through a Notice of Investigation, and a copy will be sent to the Union. A Notice of Investigation form is not discipline. Should the employee or the Union be of the opinion that the discipline is improper, then that disciplinary action may be the subject of a grievance and processed in accordance with the grievance procedure of this Agreement. 4.02.02 Documented oral counselling forms or counselling letters shall be deemed void, for the purpose of supporting discipline, after an employee has maintained a clear record with no infractions for 12 months of active employment. Where a supervisor issues a documented oral counselling form or counselling letter, the employee will be given a copy of such documentation.
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs
Discipline 4. 02.01 The City may discipline an employee for just cause. Notices of investigation and copies of all disciplinary reports, (excluding documented counselling sessions, which are non-disciplinary) shall be provided to the Union indicating clearly the exact nature of same. Employees required to attend a meeting for discipline shall be entitled to have a Union Representative present if they wish. In recognition of facilitating aspects of the Working Relationship Agreement (WRA), wherever practicable, the employee shall be advised of this entitlement by the City in advance of the meeting. Should the Union or the employee be of the opinion that any disciplinary action is improper, then the disciplinary action may be the subject of a grievance and such grievance shall be processed in accordance with the grievance procedure of this Agreement. Any employee with less than 12 months of service under this Agreement may not arbitrate the termination of employment for performance related concerns. Past disciplinary reports shall be deemed void after an employee has maintained a clear record with no disciplinary reports for a period of 24 months of active employment. 5
Sample 1Sample 2See All (4)
Discipline 4. 01.01 The City may discipline an employee for just cause and the employee shall be notified thereof, with reasons supplied in writing. Copies of all disciplinary reports (other than documented oral reprimands) and notices of discharge shall be forwarded to the Union indicating clearly the exact nature of same. Should the employee or the Union be of the opinion that the discipline is unjust, the discipline may be the subject of a grievance and processed in accordance with the grievance procedure of this Agreement. 4.01.02 Where an employee is required to meet with a representative of the City for the purpose of applying discipline to said employee the employee shall, should he so desire, be entitled to have a Union representative present during such meeting. The City shall so inform the employee prior to such meeting taking place; however, should the Union representative be unavailable, the City shall not be prevented from taking disciplinary action.
Sample 1

Related to Discipline 4

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

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • 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.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Student Discipline CONTRACTOR shall maintain and abide by a written policy for student discipline that is consistent with state and federal law and regulations. When CONTRACTOR seeks to remove a student from his/her current educational placement for disciplinary reasons, CONTRACTOR shall immediately submit a written discipline report to the LEA and a manifestation IEP team meeting shall be scheduled. Written discipline reports shall include, but not be limited to: the student’s name; the time, date, and description of the misconduct; the disciplinary action taken by CONTRACTOR; and the rationale for such disciplinary action. A copy of the student’s behavior plan, if any, shall be submitted with the written discipline report. CONTRACTOR and XXX agree to participate in a manifestation determination at an IEP meeting no later than the tenth (10th) day of suspension. CONTRACTOR shall notify and invite XXX representatives to the IEP team meeting where the manifestation determination will be made.

  • 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 OF EMPLOYEES Section 1. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following:

  • of the Discipline The Local Church acknowledges that the Annual Conference has no control over the voting approval of the voting delegates and the voting approval is subject to the will and voting of the body. Should either of the above conditions not occur, this Disaffiliation Agreement shall immediately become null and void.

  • 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.

Time is Money Join Law Insider Premium to draft better contracts faster.