Disciplinary demotion definition

Disciplinary demotion means a demotion action taken by the appointing authority for disciplinary reasons.
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Disciplinary demotion. A change in status from a position in one classification to a position in a classification with a lower maximum salary. Termination: Removal from City service. Removal may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. Termination is seldom used for a first offense unless the violation is so serious that no other response is appropriate. Prior to the imposition of Corrective/Disciplinary action in the form of suspension, disciplinary salary reduction, demotion or termination, a written notice of the intended disciplinary action will be served on the employee. Such notice shall be served upon the employee personally or by mail and shall include a statement of the nature of the intended disciplinary action, a statement of the causes, a statement of the acts or omissions upon which the causes are based, a copy of the documents or material upon which the actions is based, a statement advising the employee of rights to respond to the notice before disciplinary action is taken, a statement advising the employee that if Corrective/Disciplinary Action is imposed, they may appeal to Civil Service Commission. Employees wishing to respond to the notice of intended disciplinary action must make a request to the City Administrator within 5 normal business days of the notice being served. The employee may respond either orally or in writing. The employee may be represented by another person in presenting his/her response. The individual representing the employee may not be someone directly involved with the employee’s immediate working environment unless this individual is an official representative of the employee group. The City Administrator may amend, modify or revoke any or all of the pending charges including the recommended disciplinary action if there are mitigating circumstances. If the employee wishes to appeal any action imposed by the City Administrator, the employee may file a written notice of appeal in response to the imposed action. A written notice to appeal must be filed with the Director of Human Resources within 10 working days from the effective date of the disciplinary action. The notice of appeal shall contain statements of fact, which would support the rescission or amendment of the imposed disciplinary action. Failure to file a written notice of appeal within this specified time period shall be deemed a waiver of any right to appeal the action taken. No exceptions to this failure to file time...
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Disciplinary demotion a demotion action taken by the Employer for disciplinary reasons.
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Examples of Disciplinary demotion in a sentence

  • Disciplinary demotion of an employee with probationary status to a position covered by merit system provisions shall be in accordance with rule 11—58.2(8A).An agency may not disciplinarily demote an employee from a position covered by merit system provisions to a position not covered by merit system provisions without the affected employee’s written consent regarding the change in coverage.

  • Major discipline shall include: Removal Disciplinary demotion Suspension of greater than five (5) days Minor discipline is a formal written reprimand or a suspension or fine of five (5) or less days.

  • Disciplinary demotion will only be implemented with the employee’s written agreement obtained prior to such action taking place.

  • After a hearing, render the final administrative decision on13 appeals concerning permanent career service employees or those in14 their working test period in the following categories:15 (1) Removal,16 (2) Suspension or fine as prescribed in N.J.S.11A:2-14,17 (3) Disciplinary demotion, and18 (4) Termination at the end of the working test period for19 unsatisfactory performance;20 b.

  • Disciplinary demotion actions shall be taken in accordance with Chapter 12.

  • Disciplinary demotion will only be implemented with the worker’s written agreement obtained prior to such action taking place.

  • Disciplinary demotion should only be considered as an appropriate form of action when the employee’s job performance or conduct is unsatisfactory in the current position, and it is determined that the employee should be retained in a lower graded position.

  • Salary schedule placement for authorized demotions shall be as follows:a) Disciplinary demotion.

  • Disciplinary demotion, a disciplinary reduction in pay, or termination.

  • HE has made clear in REP4-018 the impact on SPA integrity from land-take for the DCO Scheme of the woodland 0m-150m from the roads (see 7.4.1 – 7.4.8), through removal of the woodland buffer and removal of an invertebrate resource.


More Definitions of Disciplinary demotion

Disciplinary demotion means a change in the duties of an employee's position or transfer to a lesser position which may result in a reduction in pay.
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Disciplinary demotion. A change in status from a position in one classification to a position in a classification with a lower maximum salary. Termination: Removal from City service. Removal may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. Termination is seldom used for a first offense unless the Violation is so serious that no other response is appropriate. Prior to the imposition of Corrective/Disciplinary action in the form of suspension, disciplinary salary reduction, demotion or termination, a written notice of the intended disciplinary action will be served on the employee. Such notice shall be served upon the employee personally or by mail and shall include a statement of the nature of the intended disciplinary action, a statement of the causes, a statement of the acts or omissions upon which the causes are based, a copy of the documents or material upon which the actions is based, a statement advising the employee of rights to respond to the notice before disciplinary action is taken, a statement advising the employee that if Corrective/Disciplinary Action is imposed, they may appeal to Civil Service Commission. An employee may file a written notice of appeal in response to the imposed action. A written notice to appeal must be filed with the Director of Human Resources within 10 working days from the effective date of the disciplinary action. The notice of appeal shall contain statements of fact, which would support the rescission or amendment of the imposed disciplinary action. Failure to file a written notice of appeal within this specified time period shall be deemed a waiver of any right to appeal the action taken. No exceptions to this failure to file time period shall be permitted.
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Related to Disciplinary demotion

  • Disciplinary probation means a status in which a student may remain enrolled in the university only upon the condition that the student complies with specified standards of conduct or other requirements or restrictions on privileges, for a specified period of time, not to exceed two years.

  • Disciplinary sanction means any action listed in s. UWS 14.04 taken in response to student academic misconduct.

  • disciplinary law means a law regulating the discipline of any disciplined force;

  • Disciplinary Panel means the panel appointed pursuant to Rule 613(b) to conduct hearings in connection with disciplinary proceedings (other than summary impositions of fines pursuant to Rule 601(b)), to make findings, render decisions, and impose sanctions pursuant to Chapter 6 of the Rules. The Disciplinary Panel must meet the composition requirements set forth in Part 40 of the CFTC Regulations and the composition requirements set forth in Rule 613(b).

  • Demotion means a change from an employee's position to one with a lower maximum salary;

  • Disciplinary Board means the Medical Disciplinary

  • Interdisciplinary team means a group of persons with varied professional backgrounds who meet with the member to develop a comprehensive service plan to address the member’s need for services.

  • Disciplinary Committee means any person or committee of persons, or any subcommittee thereof, that is author- ized by a self-regulatory organization to issue disciplinary charges, to con- duct disciplinary proceedings, to settle disciplinary charges, to impose dis- ciplinary sanctions or to hear appeals thereof.

  • Disciplinary Tribunal means the judicial body established to hear and decide all breaches of the Integrity Code of Conduct in accordance with the Rules and Regulations and such other matters as set out in the Constitution, Rules or Regulations.

  • Disciplinary change in placement means a suspension or removal from a student’s current educational placement that is either:

  • disciplinary offence means an Indictable Offence and/or offences described as a Disciplinary Offence in paragraphs 5.3, 7.7, 9.2 and 11.5 of this Board Membership and Conduct Policy

  • Disciplinary Action means any action that can be taken on the completion of / during the investigation proceedings including but not limiting to a warning, imposition of fine, suspension from official duties or any such action as is deemed to be fit considering the gravity of the matter.

  • Multidisciplinary team means a membership of individuals who possess knowledge and skills related to the diagnosis, assessment, and disposition of dependent adult abuse cases and who are professionals practicing in the disciplines of medicine, public health, social work, law, law enforcement and other disciplines relative to dependent adults. Members of the team shall include, but are not limited to, persons representing the area agencies on aging, county attorneys, health care providers, and others involved in advocating or providing services for dependent adults.

  • Disciplinary Code means the disciplinary code of the LTA in force from time to time;

  • Disciplinary proceeding means an adjudicative proceeding permitted under this

  • Disciplinary Authority means the appointing authority or any other authority as may be specified to be the Disciplinary Authority in respect of any of the post/posts and includes all the authorities superior to the appointing authority.

  • Disciplinary Officer or “Conduct Administrator” means a University, College or CSCU official who is authorized to determine the appropriate resolution of an alleged violation of the Code, and/or to impose sanctions or affect other remedies as appropriate. Subject to the provisions of this Code, a disciplinary officer or conduct administrator is vested with the authority to, among other duties: investigate a complaint of an alleged violation of the Code decline to pursue a complaint, refer identified disputants to mediation or other appropriate avenues of resolution, establish charges against a student, enter into an administrative agreement developed with an Accused Student in accordance with Section II-B-3 of this Code, advise a Hearing Body, and present the case before the Hearing Body.

  • Serious health condition means an illness, injury, impairment, or physical or mental condition that involves:

  • Adverse employment action means an action that affects an em- ployee ’s compensation, promotion, transfer, work assignment, or performance evaluation, or any other employment action that would dissuade a reasonable employee from making or supporting a report of abuse or neglect under Family Code 261.101.

  • Discipline means any action taken by a school district in response to behavioral violations.

  • Supervisory employee means an employee, regardless of job description, having authority in the interest of the employer to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to assign work to and direct them, or to adjust their grievances, or effectively recommend that action, if, in connection with the foregoing functions, the exercise of that authority is not of a merely routine or clerical nature, but requires the use of independent judgment.

  • Supervisor means Advisors Asset Management Inc., and its successors in interest, or any successor evaluator appointed as hereinafter provided."

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Policy Grievance shall be signed by a xxxxxxx or a Union representative or, in the case of an Employer's policy grievance, by the Employer or its representative.

  • Grievance means a dispute arising out of the interpretation, application, administration or alleged violation of the terms of this Agreement.

  • Serious assault means an act that constitutes a felony violation of chapter XI of the Michigan penal code, 1931 PA 328, MCL 750.81 to 750.90h, or that constitutes an assault and infliction of serious or aggravated injury under section 81a of the Michigan penal code, 1931 PA 328, MCL 750.81a.