Recommendation for Disciplinary Action Sample Clauses

Recommendation for Disciplinary Action. A recommendation for suspension, demotion or dismissal may originate with the principal of a school or a supervisor. Such recommendation shall be in writing to the Superintendent.
Sample 1Sample 2See All (4)
AutoNDA by SimpleDocs
Recommendation for Disciplinary Action. The third offense should result in a recommendation by the supervisor for suspension of up to five (5) unpaid days, based on the seriousness of the offense. If a holiday falls within the unpaid period, it would be counted as one of the unpaid days.
Sample 1Sample 2Sample 3
Recommendation for Disciplinary Action. A recommendation for disciplinary action may originate with a principal or the employee’s immediate supervisor. Such recommendation shall be in writing to the Superintendent or designee through the supervisor in charge of the department to which the employee is assigned. A copy of such recommendation shall be provided to the affected employee and the CSEA Job designee at the time of submission.
Sample 1
Recommendation for Disciplinary Action. The third offense should result in a recommendation by the supervisor for suspension of up to five (5) dock days, based on the seriousness of the offense. If a holiday falls within the dock period, it would be counted as one of the docked days.
Sample 1

Related to Recommendation for Disciplinary Action

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

  • 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, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • Disciplinary Action 17:01 An employee shall only be disciplined for just cause.

  • 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.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P and TSHRS laws, regulations, TSHRS Disciplinary Action Policy 7G.1 and other applicable policies.

  • 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.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

Time is Money Join Law Insider Premium to draft better contracts faster.