INFORMAL DISCIPLINARY PROCEDURE Sample Clauses

INFORMAL DISCIPLINARY PROCEDURE. 33.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate regarding a breach of conduct or an allegation which may result in charges pursuant to the Police Services Act, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee.
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INFORMAL DISCIPLINARY PROCEDURE. CAD 17.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. CAD 17.02 The members shall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting.
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INFORMAL DISCIPLINARY PROCEDURE. Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate regarding a breach of conduct or an allegation which may result in charges pursuant to the Police Services Act, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. The member shall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting. If the member opts to have an Association representative present, the time spent in such a meeting shall be with no loss of pay for the Association representative provided the representative is on duty at the time of the meeting. The time spent in such a meeting shall be with pay for the member.
Sample 1
INFORMAL DISCIPLINARY PROCEDURE. CAD Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. CAD The members hall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting. CAD If the member opts to have an Association representative present, the time spirit in such a meeting shall be with no loss of pay for the Association representative provided the representative is on duty at the time of the meeting. The time spirit in such a meeting shall be with pay, for the member.
Sample 1
INFORMAL DISCIPLINARY PROCEDURE. CAD 1 7.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee.
Sample 1

Related to INFORMAL DISCIPLINARY PROCEDURE

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Informal Grievance Procedure It shall be the mutual responsibility of employees and management to endeavor to resolve grievances informally at the lowest practicable level of management. To this end, the grievant shall first present the grievance to the grievant's immediate supervisor in an informal meeting within ten (10) days after the occurrence of the circumstances giving rise to the grievance or when the grievant first actually knew, or could have reasonably known of them. The grievant may request the meeting be held at any reasonable time, and the supervisor shall meet with the grievant as soon as reasonably practicable after receipt of the request. In the meeting, the grievant and the supervisor shall review the grievance. The employee shall fully and fairly explain: the alleged action or inaction by the employee's department which caused grievance; the written departmental policy allegedly violated by the department; and the remedy the grievant believes will resolve the grievance. The parties shall cooperate in seeking a resolution of the grievance. If questions beyond the scope of the supervisor's authority or knowledge are involved, the supervisor may consult the supervisor's superiors or other County officers. The supervisor shall present an informal, oral decision with supporting reasons to the grievant within ten (10) days after the meeting.

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • 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.

  • GRIEVANCE PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.

  • Formal Grievance Procedure Stage 1:

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Complaint Procedure If an employee has a complaint, which is not a proper subject for a grievance under the grievance procedure, the employee may discuss it with their immediate supervisor. The employee may submit the complaint in writing. If necessary, the employee may also discuss the complaint with the Director of Staff Relations. The employee may have the assistance of their Alliance representative in presenting the complaint. Complaints shall be answered as soon as reasonably possible, but in no event shall an answer be delayed more than seven (7) business days, unless the time for an answer is extended by mutual agreement. If the employee and the Alliance are dissatisfied with the answer they may request a Special Conference.

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