THE DISCIPLINARY PROCESS Sample Clauses

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,however,the Employermayskip steps in the progressivediscipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from the
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THE DISCIPLINARY PROCESS. 7.1. If a student violates these rules, she/he will receive a warning by way of a letter, e-mail or phone call. In the event of further contravention, the University Administration may deny, restrict or suspend the student’s access to the eCampus.
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THE DISCIPLINARY PROCESS. Stramit reserves the right to escalate disciplinary action directly to any of the stages outlined below depending upon the seriousness of the matter. Where there are allegations of misconduct which are of a serious nature, it may be necessary to suspend an employee with pay whilst an investigation is conducted.
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THE DISCIPLINARY PROCESS 
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Related to THE DISCIPLINARY PROCESS

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Grievance Process In the event of any dispute arising in connection with any part of this clause, such a dispute shall be processed in accordance with the dispute settling provisions of this Agreement.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.

  • COMPLAINT AND GRIEVANCE PROCEDURE 1. When a member has any grievance or complaint, he shall forthwith convey to his immediate superior, orally or in writing, all facts relative to the grievance and/or complaint. The member and the superior shall make every attempt to resolve the problem at this preliminary stage.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Rules of Grievance Processing 1. Time limits at any stage of the grievance procedure may be extended by mutual agreement of the parties at that step.

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