Other Disciplinary Action. 8.2.3.1 Other disciplinary action includes written censures and letters of reprimand. A faculty member shall be sent a copy of any such document (at the time of filing) placed on the faculty member's personnel file. The faculty member is to provide immediate written acknowledgment of receipt of the copy.
Other Disciplinary Action. F. Emergency suspension with pay- immediate suspension with pay due to the nature/severity of the situation, where it is not practicable to follow the normal suspension procedure. This action will not be taken arbitrarily or capriciously, and the City will ensure that the PBA will be notified as soon as possible.
Other Disciplinary Action. Prior to making a final decision to mete out discipline other than a dismissal or suspension without pay to a tenured Faculty member, the Board will notify the Faculty member of the reason(s) for such possible disciplinary action and provide an opportunity to respond. Since such notification can be done, for example, orally or by e-mail, the formal notice provisions of Section 11.04 shall not be applicable to this paragraph.
Other Disciplinary Action. Disciplinary action taken against a teacher, which is not covered under the Michigan Teacher Tenure Act, shall be subject to the grievance procedure set forth in Article V.
Other Disciplinary Action. Prior to making a final decision to mete out discipline other than a dismissal or suspension without pay to an NTT Faculty member, the Board will notify the NTT Faculty member of the reason(s) for such possible disciplinary action and provide an opportunity to respond. Since such notification may be done orally or in writing, including by e-mail, and the formal notice provisions of Section 10.05 shall not apply to this paragraph.
Other Disciplinary Action c. Loss of all compensation, seniority rights, vacation benefits and holiday pay as determined by the City.
Other Disciplinary Action. Disciplinary action grievable by the employee shall include written censures, letters of reprimand, an adverse report for employee appraisals and failures to pass probation. An employee shall be given a copy of any such document placed on the employee's file which might be the basis of disciplinary action. 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 personnel record. Upon the employee's request, any such document, other than formal employee appraisals, shall be removed from the employee's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
Other Disciplinary Action. The University may take other disciplinary or corrective action short of dismissal for cause in the event of the occurrence of any act or event which could be grounds for dismissal for cause under Paragraph 14; for failing to report a secondary violation by any person of the NCAA or Big 12 constitution, by-laws, rules, regulations or interpretations thereof by the NCAA or Big 12, within a reasonable amount of time of his learning of such violations; or if it is determined that Xxxxxx has failed to properly supervise or instruct any employee assigned to the Athletics Department who has violated any NCAA rule or if Xxxxxx has engaged in conduct which is clearly contrary to the character and responsibilities of his position. Other disciplinary or corrective action may include, but is not limited to, the following: suspension for a period of time without pay; reduction of salary and incentive compensation; loss or reduction of the amount of any special allowances for unusual expenses, or other disciplinary or corrective action which may be authorized by the provisions of the NCAA enforcement procedures.
Other Disciplinary Action. Other disciplinary action shall include:
Other Disciplinary Action. 3. Loss of all compensation, seniority rights, vacation benefits and holiday pay as determined by the City. Upon notification confirmed in writing by the City Labor Negotiator to the Union that certain of its members are engaged in a wildcat strike, the Union shall immediately, in writing, order such members to return to work immediately, provide the City with a copy of such an order and a responsible official of the Union shall publicly order them to return to work. If a wildcat strike occurs, the Union agrees to take all reasonable effective and affirmative action to secure the members' return to work as promptly as possible. Failure of the Union to issue such orders and/or take such action shall be considered in determining whether or not the Union caused or authorized, directly or indirectly, the strike. No Lockout The City will not lock out employees. However, if any employee is unable to work because equipment or facilities are not available due to a strike, work stoppage or slowdown by any other employees, such inability to work shall not be deemed a lockout under the provisions of this section.
