Imposition of Disciplinary Action. Once the supervising administrator and/or appropriate vice president has considered the information provided by the faculty member in Section 4 and determines disciplinary action to be appropriate, the faculty member will be provided a “Letter of Disciplinary Action,” with a copy to the LCCFAHE.
Imposition of Disciplinary Action. Once the supervising administrator and/or appropriate vice president has considered the information provided by the faculty member in Section
Imposition of Disciplinary Action. Following this meeting, the appropriate administrator will determine the level of discipline imposed, if any, and then inform the faculty member and the AHE President of this decision. If disciplinary action is taken, the appropriate administrator will document the date of the meeting and the level of discipline applied. The documentation will be signed by the faculty member and the appropriate administrator then placed in the personnel file.
Imposition of Disciplinary Action. Once the supervising administrator has considered the information provided by the faculty member in Section 6, if they still determine disciplinary action is warranted, the faculty member will be provided a “Letter of Disciplinary Action.” This letter shall be placed in the faculty’s personnel file and the faculty has the right to attach a response letter.
Imposition of Disciplinary Action. Such disciplinary actions may be imposed upon an employee only as follows:
Imposition of Disciplinary Action. All forms of disciplinary action shall be commenced by means of a written "notice of intended disciplinary action" prepared by the department head and then served upon the affected employee. The affected employee shall have a right to respond to the notice pursuant to section 5 of this Article. However, any intended discipline or other City action consisting of written reprimands or other forms of disciplinary action, such as transfer or reassignment (when the same is done for disciplinary or punitive purposes) whereby the potential impact (when the same is done for disciplinary or punitive purposes) and whereby the potential economic impact (without regard to real or possible losses of overtime compensation) upon the affected employee is in an amount less than the employee's scheduled daily compensation, shall not give rise to any form of post‐department head administrative or judicial appeal and the determination of the department head shall be final and conclusive.
Imposition of Disciplinary Action. In the event the City imposes disciplinary action (as identified in Article 20.1) on an involved member, the disciplinary action shall be imposed using the Corrective Action Guide in Appendix A. The involved member will be provided a written copy of the imposed disciplinary action with copy to the Association. The disciplinary action will include the policies violated, an explanation of the facts and circumstances supporting the disciplinary action, and the level of disciplinary action imposed.
Imposition of Disciplinary Action. 27.4.1 Upon completion of investigation, the City will not unreasonably delay the imposition of discipline where just cause for discipline exists.
