NEED FOR DISCIPLINARY ACTION - When a Department Head or a Sample Clauses

NEED FOR DISCIPLINARY ACTION - When a Department Head or a. Supervisor believes that an employee is not conforming, the Supervisor should first privately discuss the matter with the employee concerned in order to obtain the employee’s viewpoint. The Supervisor should, if possible, then obtain assurance that there will not be a repetition of the incident. If the matter is not serious, and the Supervisor is satisfied, the matter may then be dropped. Should the Supervisor consider the offense sufficiently serious to warrant its consideration by the Department Head, the employee should be so advised, and a meeting of those attendees arranged at the earliest possible date. All facts should be presented at this meeting which should, if possible, be conclusive. A written report of the meeting, and of the action taken should be placed in the employee’s personnel folder. In the event that it appears desirable to do so, the matter may be referred to the Township Manager for review and/or such action as is warranted by the facts.
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Related to NEED FOR DISCIPLINARY ACTION - When a Department Head or a

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Health and Safety Representative Meetings 13.1 A health and safety representative will be allowed reasonable paid time during working hours to attend occupational health and safety matters, including meetings affecting employees they represent, providing that the Representative informs their manager.

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

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