Work Rules and Discipline Sample Clauses

Work Rules and Discipline. Employees shall comply with all provisions of this Agreement and all reasonable work rules. Employees may be disciplined for violation thereof under the terms of this Agreement, but only for just cause and in a fair and impartial manner. When any employee is being disciplined or discharged, there shall be a Union representative present and a copy of the reprimand sent to the Union. After one (1) year, written reprimands shall not be considered in future cases to determine the level or progressive discipline, and will be removed to a closed file upon the employee's request. The foregoing procedure shall govern any claim by an employee that he/she has been disciplined or discharged without just cause. Should any action on the part of the County become the subject of arbitration, such described action may be affirmed, revoked or modified in any manner not inconsistent with the terms of this Agreement.
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Work Rules and Discipline. Employees shall comply with all provisions of this Agreement and all reasonable work rules. Employees may be disciplined for violation thereof under the terms of this Agreement, but only for just cause and in a fair and impartial manner. When any employee is being disciplined or discharged, there shall be a Union representative present and a copy of the reprimand sent to the Union. The foregoing procedure shall govern any claim by an employee that he has been disciplined or discharged without just cause. Should any action on the part of the County become the subject of arbitration, such described action may be affirmed, revoked, modified in any manner not inconsistent with the terms of this Agreement.
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Work Rules and Discipline. Employees are required to abide by the terms of this Agreement and to comply with reasonable rules and regulations. Should there be any doubt as to the employee’s obligations, he shall comply with the rules and then grieve if he feels that he has been wronged. All suspensions and discharges shall be stated, in writing, and shall be forwarded to the affected employees and the Association Xxxxxxx within five (5) days of the date action was taken. All discipline infractions placed in an employee’s file, which are received for an infraction, which is less than a suspendable offense shall be purged from the file if there is no disciplinary offense within the next twelve (12) months subsequent. All serious offenses (suspension but less than dismissal) shall be purged from the file if no recurrence of discipline action is received by an employee within a twenty-four (24) month period SUBSEQUENT to the serious offense. The removal of disciplinary action from the personnel file shall be at the written request of the employee. It is agreed that any employee may be suspended without pay if said employee’s right to operate a motor vehicle in the State of Maine is suspended or revoked, and shall receive no seniority time during such suspension. For the purpose of this article restoration to service shall depend upon maintaining or obtaining the right to operate a motor vehicle in the State of Maine. Disciplinary action or measure shall include the following: Oral Reprimand Written Reprimand Suspension Discharge (The measures need not be applied in sequence depending on the infraction) Except in cases of emergency or a preliminary meeting with the Police Chief, any disciplinary action by the Town against any member of the York Police Department covered by this Agreement, upon any charge of violations of department rules, inefficiency, incompetence, misconduct, negligence, insubordination, disloyalty, or other charges, shall be heard at a meeting between the charging party, the charge party, and his Association representative, in an attempt to amicably settle the charge.
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Work Rules and Discipline. The Employer may adopt reasonable work rules. All rules or amendments thereto, shall be posted on the departmental bulletin board and simultaneously provided to each employee. New work rules shall become effective on the fifth (5th) day after the date of posting. Employees are required to abide by the terms of this Agreement. Should there be any doubt as to the employee's obligations, they shall comply with the rules and then grieve if they feel they have been wronged. All discipline shall be for just cause including, but not limited to, violations of any rules adopted, above, and the provisions of this Agreement. All suspensions and discharges shall be stated, in writing, and will be forwarded to the affected employee and the Union office within five (5) working days of the date such actions were taken. It is agreed that any employee who is required to have a State of Maine driver's license, may be suspended without pay if said employee's right to operate a motor vehicle in the State of Maine is suspended or revoked as a result of a conviction, and shall receive no seniority time during such suspension. Restoration to service shall depend upon maintaining or obtaining the right to operate a motor vehicle in the State of Maine. APPENDIX C York County Government recognizes that employees may have a family emergency or a personal crisis that causes a severe impact to them resulting in a need for additional time off in excess of their available vacation/sick/pto time. To address this need all eligible County employees will be allowed to donate vacation/sick/PTO time from their unused balance to their co-workers in need in accordance with the policy outlined below. This policy is strictly voluntary. Eligibility Employees who donate vacation/sick/PTO time must be employed with the County for a minimum of 1 year.
Sample 1
Work Rules and Discipline. The Employer may adopt reasonable work rules. All rules or amendments thereto, shall be posted on the departmental bulletin board and simultaneously provided to each employee. New work rules shall become effective on the fifth (5th) day after the date of posting. Employees are required to abide by the terms of this Agreement. Should there be any doubt as to the employee’s obligations, they shall comply with the rules and then grieve if they feel they have been wronged. All discipline shall be for just cause including, but not limited to, violations of any rules adopted, above, and the provisions of this Agreement. All suspensions and discharges shall be stated, in writing, and will be forwarded to the affected employee and the Union office within five (5) working days of the date such actions were taken. It is agreed that any employee who is required to have a State of Maine driver’s license, may be suspended without pay if said employee’s right to operate a motor vehicle in the State of Maine is suspended or revoked as a result of a conviction, and shall receive no seniority time during such suspension. Restoration to service shall depend upon maintaining or obtaining the right to operate a motor vehicle in the State of Maine. APPENDIX C
Sample 1
Work Rules and Discipline. Employees shall comply with all provisions of this Agreement and all reasonable work rules. Employees may be disciplined for violation thereof under the terms of this Agreement, but only for just cause and in a fair and impartial manner. Excluding discipline for patient abuse, any employee who has not been disciplined for any reason for a period of three (3) years shall be considered as having a clean record as of the end of such three (3) year period. When any employee is being disciplined, there shall be one Union representative present for pre-disciplinary hearings, verbal or written disciplines, and a copy of the reprimand sent to the Union and the employee. For “time off” cases, i.e. suspension or termination, an employee shall be represented by two union representatives plus a Council 40 representative. The foregoing procedure shall govern any claim by an employee that he has been disciplined or discharged without just cause. Should any action on the part of the County become the subject of arbitration, such described action may be affirmed, revoked, modified in any manner not inconsistent with the terms of this Agreement.
Sample 1
Work Rules and Discipline. The County may adopt or amend reasonable work rules not inconsistent with law and this agreement. Whenever possible, all rules, or amendments thereto, shall be posted for fourteen (14) Calendar days before becoming effective. E-mail notification of Rule change is considered posted. Associates are required to abide by the terms of these policies and to comply with such rules and regulations as the County may adopt. Should there be any doubt as to the Associate’s obligation, he/she shall comply with the rules and then grieve if he/she feels he/ she has been wronged, unless the rule violates substantive federal or state laws. The employer agrees to defend and indemnify an Associate if the work rule actually followed results in loss of income, benefits, conviction loss of certification. All suspensions and discharges shall be for cause including, but not limited to, violations of any rules adopted above, and the provisions of these polices. All suspensions and discharges shall be stated in writing and will be forwarded to the affected associate within four (4) working days of the date said actions were taken. The reasons listed below are illustrative of behavior or conduct that may be grounds for dismissal, suspension with or without pay, demotion, oral or written reprimand. The list is not intended to be exhaustive:
Sample 1
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Related to Work Rules and Discipline

  • Student Conduct and Discipline The School shall adopt, update, and adhere to written policies concerning standards of student conduct and discipline which shall comply with federal and State laws and which shall incorporate the requirements of Section 5.6. The School shall provide copies to the School's parents and students at the start of each school year and shall make this policy readily accessible from the School’s website or school office, as described in Section 11.4.1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

  • Employee Training and Discipline Contractor agrees to advise its personnel who have access to Medi-Cal PII of the confidentiality of the information, the safeguards required to protect the information, and the civil and criminal sanctions for non-compliance contained in applicable Federal and State laws. Contractor shall:

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • Quality and Discipline of Employees The Contractor shall at all times enforce strict discipline and good order among his employees and shall not employ on the work any unfit person or anyone not skilled in the work assigned to him.

  • SUSPENSION AND DISCIPLINE 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 13 11.1 Procedure 13 11.2 Dismissal and Suspension 13 11.3 Burden of Proof 13 11.4 Right to Grieve Other Disciplinary Action 13 11.5 Personnel File 13 11.6 Right to Have Union Representative Present 14 11.7 Abandonment of Position 14 11.8 Probation 14 11.9 Employee Investigations 15 ARTICLE 12 - SENIORITY 15 12.1 Seniority Defined 15 12.2 Seniority List 16 12.3 Loss of Seniority 16 12.4 Re-Employment 17 12.5 Bridging of Service 17 12.6 Same Seniority 17 ARTICLE 13 - LAYOFF AND RECALL 17 13.1 Definition of a Layoff 17 13.2 Pre-Layoff Canvass 17 13.3 Layoff 18 13.4 Bumping 18 13.5 Recall 19 13.6 Advance Notice 19 13.7 Grievance on Layoffs and Recalls 19 13.8 Worksite Closure 19 ARTICLE 14 - HOURS OF WORK 20 14.1 Definitions 20 14.2 Hours of Work 20 14.3 Rest Periods 21 14.4 Meal Periods 22 14.5 Flextime 22 14.6 Staff Meetings 22 (ii) 14.7 Standby Provisions 22 14.8 Conversion of Hours 23 ARTICLE 15 - SHIFTS 23 15.1 Exchange of Shifts 23 15.2 Shortfall of Shifts 23 15.3 Short Changeover Premium 23 15.4 Split Shifts 23 15.5 Work Schedules 23 ARTICLE 16 - OVERTIME 24 16.1 Definitions 24 16.2 Overtime Entitlement 24 16.3 Recording of Overtime 24 16.4 Sharing of Overtime 24 16.5 Overtime Compensation 24 16.6 No Layoff to Compensate for Overtime 24 16.7 Right to Refuse Overtime 25 16.8 Callback Provisions 25 16.9 Rest Interval 25 16.10 Overtime for Part-Time Employees 25 16.11 Authorization and Application of Overtime 25 ARTICLE 17 - HOLIDAYS 26 17.1 Paid Holidays 26 17.2 Holiday Falling on Saturday or Sunday 26 17.3 Holiday Falling on a Day of Rest 26

  • DISCHARGE AND DISCIPLINE 20.01 No employee shall be disciplined or discharged without just cause.

  • MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE A. When, in the judgment of a teacher, a student is, by behavior, seriously disrupting the instructional program to the detriment of other students, the teacher may exclude the student temporarily from the classroom and refer the student to the building administrator for appropriate intervention. At the request of the referring teacher, an administrator will communicate the status of a disciplinary action within two (2) work days of the request.

  • DISCHARGE AND DISCIPLINARY PROCEDURE 8.01 Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or unreasonably, the grievance shall be filed at Step Three (3) of the grievance procedure within five (5) working days.

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