Sanctions More Severe than Written Reprimand Sample Clauses

Sanctions More Severe than Written Reprimand. A sanction beyond written reprimand may constitute any of the following: suspension with pay, suspension without pay, temporary suspension from the assignment for which the faculty member is failing to meet professional obligations, and discharge. Procedures for the initiating sanctions more severe than oral or written reprimand are outlined in Oregon Administrative Rules, 580-021-0330, as follows: If the university president, hereafter “president,” determines that there is probable cause to impose a sanction or sanctions more severe than an oral or written warning or reprimand on an academic staff member, the president shall attempt to reach a satisfactory resolution of the matter. If no satisfactory resolution is reached within a reasonable time, the president shall authorize the preparation of formal charges in accordance with institutional procedure. Charges against a faculty member shall specifically state the facts believed to constitute grounds for imposition of a sanction or sanctions. The person authorized to prepare the charges shall not participate in evaluating the charges. Charges shall be filed with the president, and a copy personally delivered, or sent by certified mail, to the academic staff member within ten (10) days after the authorization of preparation of charges. The charges or a notice accompanying the charges shall inform the academic staff member of the right to a formal hearing on the charges and of the academic staff member's duty to notify the president within ten days after the charges have been delivered or sent whether such hearing is desired. Hearing procedures are also outlined in the Oregon Administrative Rules 580-021 and Faculty Bylaws, section 6.2. After thirty-six (36) calendar months from the date of the imposition of a sanction more severe than written reprimand, if no further sanction has been imposed against a faculty member related to this cause for sanction, the faculty member may request in writing that the notation be removed from his or her file according to Article 10, Section F.
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Sanctions More Severe than Written Reprimand. If the appropriate Xxxx/Director believes that a sanction more severe than a written reprimand is called for, a notice of intent to impose severe sanction shall be served personally or by certified mail (with return receipt requested) to the member’s address of record. The notice shall contain a description of the alleged act(s) or omission(s), date(s), time(s), place(s), and proposed sanction. The notice shall also include a reminder of the faculty member's right to be represented by AAP, and the right to file a grievance in accordance with Article 19
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Sanctions More Severe than Written Reprimand. A sanction beyond written reprimand may constitute any of the following: suspension with or without pay, temporary suspension (with or without pay) or removal from the assignment for which the faculty member is failing to meet professional obligations, and discharge. If the appropriate administrative supervisor believes that a sanction more severe than a written reprimand is called for and the President concurs, a notice of intent to impose severe sanction shall be served in person or by certified mail (with return receipt requested) to the faculty member’s address of record with a corresponding email, within ninety (90) business days of the administrative supervisor’s knowledge of the act, failure to perform, or condition on which the sanction is based. The notice shall contain a description of the alleged act(s) or omission(s), date(s), time(s), place(s), and proposed sanction. The notice shall set a date, time and place for a meeting to occur between the appropriate administrative supervisor and faculty member to attempt to reach a satisfactory resolution. This meeting shall be within ten (10) business days from the date of the notice. The notice shall also include a reminder of the faculty member’s right to be represented by an available APSOU representative. Summer or Winter Break: With regard to Summer Break, in the instance of a sanction more severe than an oral or written reprimand of a faculty member, for something that happened while the faculty member was on contract, the notice and time to grieve the action shall be set to start at a date on which the faculty member is back on contract (allowing for the continuation of an investigation, or suspension), unless agreed upon by both parties to start at earlier date. With regard to Winter Break, no meetings or notices shall be scheduled or sent on business days or university observed holidays during the period of December 24 through January 1. If the matter is not satisfactorily resolved, the faculty member shall then have five (5) business days from the date of the meeting in which to notify the Xxxxxxx that they wish to use the grievance and arbitration procedures under this Agreement. After thirty-six (36) calendar months from the date of the imposition of a sanction more severe than written reprimand, if no further sanction has been imposed against a faculty member related to this cause for sanction, the faculty member may request in writing that the notation be removed from his or her file acco...
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Sanctions More Severe than Written Reprimand. A sanction beyond written reprimand may constitute any of the following: suspension with or without pay, temporary suspension (with or without pay) or removal from the assignment for which the faculty member is failing to meet professional obligations, and discharge. If the appropriate administrative supervisor believes that a sanction more severe than a written reprimand is called for and the President concurs, a notice of intent to impose severe sanction shall be served in person or by certified mail (with return receipt requested) to the faculty member’s address of record with a corresponding email, within ninety (90) university days of the administrative supervisor’s knowledge of the act, failure to perform, or condition on which the sanction is based. The notice shall contain a description of the alleged act(s) or omission(s), date(s), time(s), place(s), and proposed sanction. The notice shall set a date, time and place for a meeting to occur between the appropriate administrative supervisor and faculty member to attempt to reach a satisfactory resolution. This meeting shall be within ten
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Related to Sanctions More Severe than Written Reprimand

  • Written Reprimand A written reprimand may be issued to an employee when appropriate in keeping with provisions of this Article. Such written reprimand shall be dated and signed by the supervisor/designee before it is provided to the employee. If the employee chooses not to sign to acknowledge receipt of the reprimand, it shall be witnessed to document that the employee received the same. Such reprimands shall be filed in the affected employee’s personnel file.

  • Written Reprimands a. A written reprimand shall be issued within ten duty days of the initial formal conference. This time limit may be extended on cases where additional witnesses and/or sources of information are/were unavailable for further investigation or upon written notice to the employee of an anticipated completion date.

  • Written Reports The Insurance Company will provide the Fund with such information as the Fund may reasonably request and will cooperate with and assist the Fund in the preparation or reports, if any, to be furnished to its Board of Directors concerning the Service Agreement and any fees or compensation paid or payable pursuant hereto, in addition to any other reports or filings that may be required by law.

  • Written Report The auditor shall prepare a written report documenting the results of the audit, including any deficiencies and recommendations for enhanced compliance with this AML Program. Copies of the report shall promptly be provided to the AML Compliance Officer and each Fund's Board of Directors for their review and consideration and may be provided to the AML Compliance Committee.

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. Individual Provider grievances shall be submitted by email to xxxxx.xxxxxxxxx@xxx.xx.xxx. Grievances as a result of employment or actions with the Consumer Directed Employer will be processed with the contact information provided in Step 1. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. Step 3. (Optional) Mediation As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • Grievance Procedure - Individual In the case of a grievance by the Bargaining Unit on behalf of one of its Members, the following steps may be taken in sequence where informal attempts to resolve the matter with the immediate supervisor have failed.

  • Actions We May Take if You Engage in Any Restricted Activities If we believe that you’ve engaged in any of these activities, we may take a number of actions to protect PayPal, its customers and others at any time in our sole discretion. The actions we make take include, but are not limited to, the following: • Terminate this user agreement, limit your account, and/or close or suspend your account, immediately and without penalty to us; • Refuse to provide the PayPal services to you in the future; • At any time and without liability, suspend, limit or terminate your access to our websites, software, systems (including any networks and servers used to provide any of the PayPal services) operated by us or on our behalf, your PayPal account or any of the PayPal services, including limiting your ability to pay or send money with any of the payment methods linked to your PayPal account, restricting your ability to send money or make withdrawals; • Hold your money to the extent and for so long as reasonably needed to protect against the risk of liability. You acknowledge that, as a non-exhaustive guide: • PayPal’s risk of liability in respect of card-funded payments that you receive can last until the risk of a chargeback closing in favour of the payer/buyer (as determined by card scheme rules) has passed. This depends on certain factors, including, without limitation:

  • Cost Disclosure - Documents and Written Reports Architect shall be responsible for compliance with California Government Code section 7550, if the total cost of the Contract is over five thousand dollars ($5,000).

  • Written Response 15 An employee may respond in writing to any item placed in their official personnel 16 file. Any written response will become a part of the file.

  • Assistance in Litigation or Administrative Proceedings Covered Entity shall provide written notice to Business Associate if litigation or administrative proceeding is commenced against Covered Entity, its directors, officers, or employees, based on a claimed violation by Business Associate of HIPAA, the HIPAA Rules or other laws relating to security and privacy or PHI. Upon receipt of such notice and to the extent requested by Covered Entity, Business Associate shall, and shall cause its employees, Subcontractors, or agents assisting Business Associate in the performance of its obligations under the Contract to, assist Covered Entity in the defense of such litigation or proceedings. Business Associate shall, and shall cause its employees, Subcontractor’s and agents to, provide assistance, to Covered Entity, which may include testifying as a witness at such proceedings. Business Associate or any of its employees, Subcontractors or agents shall not be required to provide such assistance if Business Associate is a named adverse party.

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