Disciplinary Processes Sample Clauses

Disciplinary Processes. In any disciplinary procedures initiated by the employer against an employee the following principles shall be observed:
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Disciplinary Processes. (a) Suspensions The President may suspend an employee for cause. The Board shall be informed of the suspension within twenty-four (24) hours and shall, within two (2) weeks of the suspension, either dismiss the employee or reinstate him/her with or without penalty. At the same time, the President shall notify the president of the CCFA, by confidential memo, that the suspension has occurred. Whenever an employee is reinstated without penalty, all documentation related to the matter will be removed from the employee's personnel file. Cause shall be defined to mean:
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Disciplinary Processes. When an issue is either unable to be resolved at a problem-solving level or is at a level of seriousness that warrants a formal disciplinary process, all employees have both rights and responsibilities. All employees have the right to • Be advised of their right to representation and or support person of their choice. • See the allegations and evidence against them in writing ahead of any disciplinary meeting • Have adequate time to prepare a response and organise representation • Know who will be at the meeting and what their role is • A process of investigation that is conducted with an open mind free from pre-determination • An outcome that is consistent with other similar situations All employees have a responsibility to • Act in good faith • Act in accordance with the code of conduct If the issue cannot be resolved either party may seek the assistance of a mediator. The mediator will be agreed between the parties as an appropriate person to assist. Reasonable costs of the mediator will be met by Oranga Tamariki. If either party believes that mediation is inappropriate, or if the employment relationship problem has not been resolved after using the Employment Relations Service, either party can apply to the Employment Relations Authority for assistance. This is a more formal step to take. The Authority's role is to investigate the problem and to make a decision.
Sample 1
Disciplinary Processes. (a) Suspensions The President may suspend an employee for cause. The Board shall be informed of the suspension within twenty-four (24) hours and shall, within two (2) weeks of the suspension, either dismiss the employee or reinstate with or without penalty. At the same time, the President shall notify the president of the Union, by confidential memo, that the suspension has occurred. Whenever an employee is reinstated without penalty, all documentation related to the matter will be removed from the employee's personnel file. Cause shall be defined to mean: gross misconduct; or persistent neglect of faculty responsibilities (where neglect shall be taken to mean failure to correct deficiencies which have been indicated to the employee in writing); or professional incompetence related to faculty responsibilities; or demonstrated unsuitability for the position. Termination for Cause If there exists sufficient evidence to justify the termination of a probationary appointment, term contract, or continuing appointment of an employee, the President shall advise the individual concerned in writing, by registered mail, stating intention to recommend such termination to the Board, and setting forth reasons for the recommendation and the effective date for the termination. Cause, as defined in (a), shall be deemed appropriate grounds for termination. TERMINATION OF APPOINTMENT (continued) Disciplinary Processes (continued) A copy of this letter shall be sent to the chairperson of the College Board, and to the president of the Union. Burden of Proof all cases of termination or disciplinary action, the burden of proof of just cause shall rest with the Employer.
Sample 1

Related to Disciplinary Processes

  • 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 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.

  • 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 Proceedings Any disciplinary, peer review or professional review investigation, proceeding or action instituted by any licensure board, hospital, medical school, physical therapy school, health care facility or entity, professional society or association, third party payor, peer review or professional review committee or body, or governmental agency;

  • Grievance Processing Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no xxxxxxx need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.

  • 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.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • 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.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • 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.

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