Discipline Action. 95.1 Where, as a result of an investigation, the Chief Executive considers discipline action is appropriate, one or more of the following actions may be taken in relation to the employee:
Discipline Action. A. Disciplinary conferences and reprimands of an employee shall be in private. An employee shall be notified in writing of any disciplinary conference. An affected employee may, if he/she deems it necessary, request the presence of a Union representative. When such request is made, the conference shall not be delayed more than two (2) days due to the availability of the representative unless mutually agreed upon by the Superintendent and the Union representative. Such representative will be at the discretion of the employee and shall not be denied.
Discipline Action. The results of an evaluation can necessitate action by the Superintendent to place an administrator on disciplinary probationary status with a resulting freeze on the base salary for at least a one year period. Should there be an additional year(s) salary freeze, it is understood that the annual improvement plan that resulted in the original action will be up-dated. Without required improvement accomplished by the administrator on probationary status, more severe disciplinary action is possible. If the required improvement is accomplished at the end of the probationary period, the Superintendent will return the administrator to the salary schedule level, which he/she would have attained if the salary freeze had not taken place.
Discipline Action. 19.1 No employee shall be disciplined, reprimanded or reduced in rank without just cause.
Discipline Action. Employees shall be disciplined and discharged only for just cause. Disciplinary action shall be progressive and follow the steps listed below:
Discipline Action. After the employee's response is received or, if no response is received, after the five (5) work day period expires, the City Manager or designee shall determine whether to proceed with the proposed disciplinary action and notify the employee in writing.
Discipline Action. Section 1. JustCause No employee shall receive a written reprimand or be suspended or discharged from his or her duties without just and sufficient cause and appropriate due process.
Discipline Action. Section A. If a teacher is not satisfied with a disciplinary action taken by the principal with respect to a pupil, he/she may, within two (2) teacher work days, so inform the Superintendent's designee through the Allentown Education Association president/designee. The Superintendent's designee shall study the teacher's report, make a determination, and inform the teacher and the Allentown Education Association president/designee of that determination as soon as possible after the receipt of the report.
Discipline Action. 103.1 Subject to subclause 99.4, in cases where serious misconduct is found to have occurred, the head of service may immediately terminate the employee‘s employment without giving the employee five working days within which to respond to the proposed discipline action under paragraph 103.5 (d).
Discipline Action. (a) After the employee's response is received or, if no response is received, after the five (5) work day period expires, the City Manager or designee shall determine whether to proceed with the proposed disciplinary action and notify the employee in writing.
