DISCIPLINARY MEASURES. 19.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's employment file.
DISCIPLINARY MEASURES. 29.01 The Parties shall make every reasonable effort to encourage informal consultation and investigation of allegations, with a view to resolving the matter without formal disciplinary action being initiated. Further,
DISCIPLINARY MEASURES. 1. The employer may impose disciplinary measures in respect of an employee who fails to act or does not refrain from acting as a good employee should act or refrain from acting under similar circumstances.
DISCIPLINARY MEASURES. 14.1 A Member may be disciplined only for just cause and only in accordance with the provisions of this Article. Disciplinary processes are not to be used to inhibit free inquiry, discussion, exercise of judgement, or honest criticism within or without the University. Disciplinary action shall be reasonable, commensurate with the seriousness of the violations, and consistent with accumulated practice under this Article. The Parties recognize the value of promoting corrective action through guidance and progressive discipline, although this will not always be appropriate.
DISCIPLINARY MEASURES. Where an employee is called before a supervisor, or administration, for the purpose of discipline, he/she will be informed that he/she has the right to have a union representative present.
DISCIPLINARY MEASURES. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside o...
DISCIPLINARY MEASURES. Imposition A Head or a Xxxx may impose a disciplinary measure on a faculty member; and shall at the time of the decision inform the faculty member in writing of the measure and the reasons for it.
DISCIPLINARY MEASURES. Search Policy & Procedure School authorities may inspect and search school property and equipment owned or controlled by the school (such as lockers, desks, and parking lots), as well as personal effects left there by a student, without notice to or the consent of the student. Students have no reasonable expectation of privacy in these places or areas or in their personal effects left there. Though permission is not necessary, in the event a search is necessary, an attempt will be made to inform parents, as referenced in Board policy 7:140. School officials shall limit the number and duration of expulsions and out-of-school suspensions to the greatest extent practicable, and, where practicable and reasonable, shall consider forms of non-exclusionary discipline before using out-of-school suspensions or expulsions. School personnel shall not advise or encourage students to drop out voluntarily due to behavioral or academic difficulties. Potential disciplinary measures include, without limitation, any of the following:
DISCIPLINARY MEASURES. (a) All disciplinary action shall be reported in writing to the President of the College who may suspend and/or terminate an employee. The employee will receive three (3) weeks notice of termination, or one (1) week if the employee has not completed probation, or payment in lieu of notice subject to the remaining sections of this clause.
DISCIPLINARY MEASURES a. The Employer may take disciplinary measures against the Employee or impose fines on the Employee in accordance with the list of penalties which has been approved by the Minister of Labour or his/her authorized representative.
