Discipline Matters Sample Clauses

Discipline Matters. Grievances concerning letters of caution or requirements, letters of reprimand, suspensions and terminations will be processed under this procedure beginning at the step above the level of management that affected the disciplinary action.
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Discipline Matters. 4.3.1 Where an employee’s behaviour is below the standards acceptable to ALGA, the Chief Executive may:
Sample 1
Discipline Matters. If the Student does not comply with the rules contained in the Student Handbook, civil laws or student code contained in the CSM policies or is in violation of any term agreed upon in the Memorandum of Understanding (see attached). Casualty Damage - If fire or other casualty renders the room un-tenantable. Disruptive Behavior - If the Student's behavior interferes with the living-learning community. Other - The Director of Auxiliary Services and Housing feels the cancellation is the best interest of the student, the chapter or the university. In the event that the contract is terminated, CSM may take one or more of the following actions against the Student: Cancel this agreement and expel the student from Greek Housing. Housing deposit will be forfeited. Request payment for remaining balance of contract. Request reimbursement for any and all damages caused by the Student. Pursue any and all other remedies, including judicial relief, which may be available. CSM reserves the right to pursue disciplinary procedures provided in the Student Handbook for any violation thereof. MUTUAL TERMINATION: This contractual agreement may be terminated with appropriate pro-ration of fees with the approval of Student Activities and Student Life. Please be advised that mutual termination does not automatically exempt the resident from the responsibility of paying the remaining balance of the contract. Cases will be handled on a case-by-case basis and a final decision will be rendered by Student Life. Student Life will remove all appropriate charges within 30 days of official notification of termination. The chapter should also complete a membership update form and submit it to Student Activities. University withdrawal - if the Student ceases to be a currently enrolled student at CSM and a copy of the withdrawal is given to Student Life. Marriage - if the Student presents an original certificate of marriage and requests termination, this Contractual Agreement will be terminated on the date the evidence is presented, providing the marriage occurs during the term of this Agreement. Study Abroad Program - if the Student participates in a CSM study aboard program. Students must receive prior approval from the chapter and a Chapter Housing Approval form must accompany the contract in the fall. Loss of Membership - Deactivation, suspension or expulsion from the Greek house of affiliation. Medical Exemption - Medical Reasons as requested in writing by a licensed medical professional ...
Sample 1

Related to Discipline Matters

  • 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.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

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

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • 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.

  • 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.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • Personnel Matters 7.1 Verbal or written complaints regarding an employee made to any member of the Administration by any parent, student or other person which is to be placed in any personnel file or which may be used to evaluate or discipline an employee shall be promptly investigated. The employee shall be given prompt notice of such complaint and shall be given the opportunity to respond to the complaint. Unsubstantiated complaints shall not be placed in an employee’s file.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • 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.

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