Disputing Probation Sample Clauses

Disputing Probation. Should a House Officer wish to dispute his/her probationary status, he/she shall be given the opportunity, upon request, to meet with the Program Director. Such a request must be submitted to the Program Director within seven (7) days of receipt by the House Officer of the notice of probation. The Program Director shall issue her/his decision within seven (7) days of the meeting. If the House Officer is not satisfied with the action taken on the matter, he/she shall, upon the filing of a written request with the Designated Institutional Official, within seven (7) days of the Program Director’s decision, have an opportunity to meet with the Chief Medical Officer. The House Officer shall have the right to bring to any meetings pursuant to this section a representative of the Union and/or at his/her discretion, an attending chosen by the House Officer and any relevant witnesses. The Chief Medical Officer shall issue a decision on the probation within seven (7) days of the meeting. The decision shall be in writing and give a fair summary of the reasons for the decision. The decision will be delivered to the House Officer in a manner to be decided at the meeting. The decision of the Chief Medical Officer shall be issued no later than twenty-eight (28) days after the House Officer received written notice of being placed on probation. If the Hospital and the Union agree, the meeting with the Program Director described in this Section may be waived, provided the request for waiver is submitted in writing and delivered to the Designated Institutional Official within seven (7) days of receipt by the House Officer of the notice of probation together with the written request to meet with the Chief Medical Officer.
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Related to Disputing Probation

  • FINAL DETERMINATION BY BOARD The Board shall have the right and power to adjust and determine finally all questions as to the proper and timely performance of the work and the amounts earned under this Contract, all as provided in General Conditions.

  • Resolution of Employee Dismissal or Suspension Disputes The following procedure shall be used for the resolution of disputes relating to the dismissal or suspension of an employee(s):

  • MEDICAL DISPUTE In the event of a dispute involving an employee's health as it affects the employee's ability to perform his/her job on return to work at the University from a layoff or leave of absence of any kind, and if the employee is not satisfied with the determination of the University's physician, the employee may submit a report from a medical doctor of his/her own choosing at his/her own expense. If the dispute still exists, at the request of the employee, the University's physician and the employee's doctor shall agree upon a third medical doctor to submit a report to the University and the employee, and the decision of such third party regarding the employee's health as it affects the employee's ability to perform his/her job will be binding on both parties. The expense of the examination by the third party shall be shared equally by the University and the employee.

  • Performance while Dispute is Pending Notwithstanding the existence of a dispute, the Supplier must continue without delay to carry out all of its responsibilities under the Contract that are not affected by the dispute. If the Supplier fails to continue without delay to perform its responsibilities under the Contract, in the accomplishment of all undisputed work, the Supplier will bear any additional costs incurred by Sourcewell and/or its Participating Entities as a result of such failure to proceed.

  • Formal Dispute Process Members representing: (i) any one of the three state Participant Groups or (ii) an aggregate of at least six (6) votes, may appeal the informal Dispute by signing and furnishing to the Regional Director, the Program Manager, and each other Member, a written request to initiate a formal Dispute. This request must, with reasonable specificity, identify the issue(s) in Dispute, the relief sought, and any supporting documentation. If such a request is not received by the Regional Director within ten

  • Payment Disputes We will not exercise Our rights under Section 6.3 (Overdue Charges) or 6.4 (Suspension of Service and Acceleration) above if You are disputing the applicable charges reasonably and in good faith and are cooperating diligently to resolve the dispute.

  • Dispute a. In the event of any dispute whatsoever in respect of the sale, the Purchaser hereby expressly agrees to resolve the same with the Assignee.

  • Completion of Evaluation Cycle 1. The summative evaluation rating shall be based upon a preponderance of the evidence, assessed in a holistic manner, that is aligned to the Ohio Educator Standards. Only evidence gathered during the walkthroughs and formal observations that are conducted for the current school year may be used.

  • Independence from Material Breach Determination Except as set forth in Section X.D.1.c, these provisions for payment of Stipulated Penalties shall not affect or otherwise set a standard for OIG’s decision that CHSI has materially breached this CIA, which decision shall be made at OIG’s discretion and shall be governed by the provisions in Section X.D, below.

  • Arbitration Award All arbitration awards shall be final and binding as provided by Section 42 of the Trade Union Act. An arbitrator may not alter, modify or amend any part of this Agreement, but shall have the power to modify or set aside any unjust penalty of discharge, suspension or discipline imposed by the Employer on an Employee.

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