Dismissal Procedure a) Upon receipt of a supervisor’s and/or Vice President’s recommendation to dismiss a unit member, the President shall inform the unit member, in writing, of a time at which the unit member may present to the President or designee, any additional facts, material, or evidence regarding the unit member’s potential dismissal. Failure by the unit member to appear shall constitute a waiver by the unit member of the aforementioned meeting. The employee may be represented by a third party in the meeting, but the time, date, or place of said meeting shall not be postponed or rescheduled because the representative of the unit member is unable to attend unless both the President and the unit member mutually agree to another time, date, and/or place.
Dismissal Procedure. If an employer finds that there are compelling reasons in accordance with Section 14,10, first sentence, to dismiss a shop xxxxxxx elected according to the rules of Sections 14.1 to 14.3, he/she shall notify the Danish Newspapers’ and Media Employers’ Association who can then raise the issue in accordance with the rules for settling industrial disputes. The subsequent mediation hearing shall be held not later than seven calendar days after arrival of the application for mediation, and the industrial proceedings shall generally be expedited as much as possible. When a shop xxxxxxx has been elected in accordance with Sections 14.2 and 14.3, his/her employment in the notice period cannot be disrupted until his/her organization has had the opportunity to try the justification of his dismissal at an industrial hearing. If the industrial proceedings establish that there are compelling reasons for dismissing the shop xxxxxxx, the notice of termination shall be considered as having been presented when the application for mediation was received.
Dismissal Procedure. If an employer finds there are compelling reasons as set out in clause 31.12 to dismiss a shop xxxxxxx elected in accordance with the provisions of clauses 31.1 to 31.3, the employer must contact the Danish Chamber of Commerce – Employers, who can then take up the matter in accordance with the rules on industrial dispute resolution. In such a scenario, a mediation meeting must be held not later than seven calendar days after the request for mediation was received, and industrial dispute resolution must generally be promoted as far as possible. The employment relationship of a shop xxxxxxx normally cannot be discontinued in the notice period until 3F has had an opportunity to review the justification of the dismissal in an industrial dispute procedure. If it is established in connection with the industrial dispute procedure that there are compelling reasons for dismissal, the notice of termination will be considered to have been given at the time of the receipt of the request for mediation.
Dismissal Procedure. 1. Dismissal procedures shall insure that the employee has the right of making an appeal to the Superintendent and the Board when terminated.
Dismissal Procedure a. A conference will be held between the immediate supervisor and the employee during which the supervisor will inform the employee, in writing, of the reasons for recommending dismissal.
Dismissal Procedure. In cases where the conduct of an employee is considered by the Employer to warrant dismissal, such employee shall, nevertheless, not be dismissed, but shall be suspended until the matter has been investigated by the Union in accordance with Article 9. At the expiration of 7 working days, the suspension shall become a dismissal if a grievance has not been lodged by the Union.
Dismissal Procedure. 1. The In-Country Program Directors, the host institution, or the host family identifies violation of any program rules.
Dismissal Procedure. To terminate a person’s employment , he/she should be informed: that his/her employment is being terminated ▪ of the effective date of termination ▪ of the reasons for the decision (see below) Written notice of termination must always be given by means of a letter to the employee and his/her representative organisation. The letter may be either handed to the employee or sent to the employee at his/her home address by registered mail or personal delivery. Letters should be mailed only if it is impractical to hand it to them personally. The reasons given to the employee must be factual and should be brief. It is not possible to give one reason at the time of dismissal and another reason (or additional reason) at a subsequent date. When leaving the Mission’s premises, dismissed employees should have all remuneration due to them. A “final pay” must be made up promptly and handed to the dismissed employee no later than the effective time and date of dismissal. In cases of instant dismissal, the dismissed employee is entitled only to remuneration earned up to the time of dismissal.
Dismissal Procedure. 1. An employee, who due to poor job performance, who has received an unsatisfactory evaluation shall be placed on probation for 30 days.
Dismissal Procedure. 11.3.1 Dismissal because of unacceptable job performance will be initiated only after a review of the employee's job performance with their supervisor. The employee will be given suggestions for improving performance and will be given a period of time, determined by the District, in which to improve.
