Possible outcomes Sample Clauses

Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct or performance:
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Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Health Service may take any of the following steps depending on the seriousness of the conduct or performance:
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Possible outcomes. (a) Where, after following the procedure in this clause 16, it is determined based on evidence that the Employee has engaged in Misconduct or Serious Misconduct and that disciplinary action is warranted, the Employer may take disciplinary action, which shall be recorded on the Employee's personnel file, as follows:
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Possible outcomes. A description or listing of possible disciplinary outcomes and remedies that may be implemented following a determination of responsibility must be provided to both parties.
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Possible outcomes. The chart attached hereto as Exhibit B is intended to summarize the possible cash benefits payable under this Article 2 in the circumstances indicated and is incorporated into this Agreement for the convenience of the parties.
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Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct: counsel the employee, with the counselling recorded on the employee's personnel file; give the employee a first written warning and a record of the warning recorded on the personnel file; where the employee is counselled or given a first written warning, the Employer shall provide and discuss strategies and guidelines with that employee to help them meet required standards. give the employee a second written warning in the event that the employee has previously been given a first warning within the previous 12 months for that course of conduct; give the employee a final written warning in the event that the employee has previously been given a second written warning within the preceding 12 month period for that course of conduct; Terminate the employee with notice in the case of an employee who repeats a course of conduct for which a final warning was given in the preceding 12 months Terminate the employee without notice where the conduct is serious misconduct (as defined for the purposes of the Fair Work Act) that is wilful and deliberate. In this case, the Employer may issue the employee with a final warning as an alternative to dismissal
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Possible outcomes a. Where it is determined that after following the process provided for in subclauses 15.2 and 15.3 (as applicable) the Employee has met the performance management requirements:
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Possible outcomes. (a) Where it is determined after following the procedures in this clause 16 that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the performance or conduct: counsel the Employee, with the counselling not recorded on the Employee’s personnel file; counsel the Employee, with the counselling recorded on the Employee’s personnel file; give the Employee a first warning, which will be verbal and a record of the warning recorded on the personnel file; give the Employee a second written warning in the event that the Employee has previously been given a first warning within the previous 12 months for that course of conduct or performance; give the Employee a final written warning in the event that the Employee has previously been given a second written warning within the preceding 18 month period for that course of conduct or performance; terminate the Employee on notice in the case of an Employee who repeats a course of conduct or performance for which a final warning was given in the preceding 18 months; or terminate the Employee without notice where the conduct is serious misconduct (as defined for the purposes of the Act) that is wilful and deliberate.
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Related to Possible outcomes

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • Required Confidentiality Claim Form This is a requirement of the TIPS Contract and is non-negotiable. TIPS provides the required TIPS Confidentiality Claim Form in the "Attachments" section of this solicitation. Vendor must execute this form by either signing and waiving any confidentiality claim, or designating portions of Vendor's proposal confidential. If Vendor considers any portion of Vendor's proposal to be confidential and not subject to public disclosure pursuant to Chapter 552 Texas Gov’t Code or other law(s) and orders, Vendor must have identified the claimed confidential materials through proper execution of the Confidentiality Claim Form. If TIPS receives a public information act or similar request, any responsive documentation not deemed confidential by you in this manner will be automatically released. For Vendor documents deemed confidential by you in this manner, TIPS will follow procedures of controlling statute(s) regarding any claim of confidentiality and shall not be liable for any release of information required by law, including Attorney General determination and opinion. Notwithstanding any other Vendor designation of Vendor's proposal as confidential or proprietary, Vendor’s submission of this proposal constitutes Vendor’s agreement that proper execution of the required TIPS Confidentiality Claim Form is the only way to assert any portion of Vendor's proposal as confidential.

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