Other Discipline. Discipline in similar cases shall be relevant to the fixing of sanctions.
Other Discipline. The Superintendent or designee may impose other discipline not involving loss of salary, such as written or oral reprimands or other appropriate discipline.
Other Discipline. Employees may be subjected to any other disciplinary action that is deemed appropriate by the City.
Other Discipline. The University may impose discipline less severe than discharge or termination, including warnings or suspensions, provided however: (1) that if any written record is maintained, it must be entered into the PPC file with notification to the faculty member and with opportunity to enter answering material; (2) provided further that such notification must occur within thirty (30) days of the occurrence, or within thirty (30) days of the time the administration should reasonably have had knowledge of the occurrence; and, (3) provided further that if such notification occurs for any member of the faculty, notification must be made to all members subject to similar notification by reason of similar occurrences; of which the administration knows or reasonably should have known; (4) provided further that if no such notification occurs, said occurrence shall not provide the basis for, nor be relevant to, any subsequent disciplinary or other action with respect to said member. All such actions are subject to the grievance procedure.
Other Discipline. Prior to the suspension, demotion, reduction in pay or discharge of a regular employee for disciplinary purposes, the procedure set forth in this rule shall be followed.
Other Discipline. Comment [MSOffice8]: Typo Correction If the Employer contemplates taking disciplinary action against an employee which may result in the suspension or discharge of the employee, the Employer shall in-form the employee of the reasons it is considering disciplinary, suspension or discharge, unless the employee is a danger to herself, himself or others. The Employer shall notify the employee in writing of the grounds for discipline and the disciplinary action to be imposed. The Employer shall, at the employee’s written request, provide a copy of the same information to the union xxxxxxx. If the employee provides a written statement to the Director within 5 working days of receiving the particulars, her response shall be place on her file to show that it has been received by the daycare. Where an employee has received prior written warnings indicating a repeat occurrence may result in discharge, the employee my be discharged at the discretion of the employer. The employee, in accordance with the provisions of this Collective Agreement, may grieve disciplinary action imposed by the Employer.
Other Discipline. Based on the severity of a student’s conduct, more serious consequences may be imposed at any time depending on the nature of the offense. Consequences such as suspension or expulsion from school may also result from school bus misconduct.
Other Discipline a. An employee covered by this Article who receives a written reprimand or other discipline not involving loss of pay, shall not have recourse under the grievance-arbitration provisions of this Agreement, but may submit for inclusion in his/her personnel record a written statement rebutting or clarifying the facts or grounds of such discipline.
Other Discipline. This Section 9 shall in no way limit discipline for other offenses arising out of, related to or aggravated by alcohol or drug abuse, including but not limited to discipline or discharge because the employee's condition is such that he/she is unable to properly perform his/her duties due to the effects of drugs or alcohol, nor shall it limit the discipline to be imposed for selling, purchasing or delivering any illegal drug during the work day or while off duty or for using an illegal drug while on duty. In cases of misconduct arising out of, related to, or aggravated by alcohol or drug abuse, the discipline imposed shall be based upon the extent, severity, and/or consequences of the misconduct (including whether such misconduct is a violation of public law) or inability to perform (including the risk of damage to public, employee's well-being, or city property).
