Dismissal or Demotion Sample Clauses

Dismissal or Demotion. Dismissal or demotion of ESPs for performance deficiencies shall not be without just cause.
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Dismissal or Demotion. Dismissal of any employee in the bargaining unit for unsatisfactory service requires action by the Superintendent or his/her designated representative. Reasons for dismissal include the following:
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Dismissal or Demotion. If previous discipline has not resulted in the required improvement, or when the misconduct is serious enough to warrant this action, the First Selectman or Board of Selectmen when appropriate, may dismiss or demote the employee. The basis for dismissal or demotion is summarized in a letter of dismissal or demotion of the employee and a copy of the letter sent to the Union President within one day of issuance.
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Dismissal or Demotion. If previous discipline has not resulted in the required improvement, or when the misconduct is serious enough to warrant this action, the Town Manager may dismiss or demote the employee. The basis for dismissal or demotion is summarized in a letter of dismissal or demotion to the employee, with approval of the Department Head and the Town Manager with a copy of such action to the employee and the Union. Prior to dismissal, an employee shall be granted a hearing before his/her supervisor and/or the Town Manager. The department head and/or the Town Manager will conduct a hearing within a reasonable time.
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Dismissal or Demotion. During the term of this Contract, School Administrator may be dismissed or demoted only as provided in G.S. §115C-287.1 or as otherwise provided by law. Re-assignment to a different position will not be deemed a demotion as long as School Administrator's annual compensation, as calculated and provided in Section 3 above, is not reduced; however, the elimination or reduction of bonus payments, including merit-based supplements, and any reduction in salary that results from the elimination of any special or extra duty provided to School Administrator, and the corresponding reduction in compensation, as part of a reassignment, is not a demotion. Further, reduction in School Administrator's compensation, by furlough or otherwise, as a result of decreased funding to the System caused by an economic emergency declared or recognized by the Governor, General Assembly, or Montgomery County Board of Commissioners, or by operation of law, is not considered a demotion as long as the reduction in compensation is part of a uniform reduction in compensation to all employees of the System.
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Related to Dismissal or Demotion

  • Dismissal or Suspension Employees dismissed or suspended for alleged cause shall have the right to submit a grievance to the General Manager commencing at Step 3 within 14 days of the employee receiving notice of dismissal or suspension.

  • Dismissal or Suspension Grievance (a) In the case of a dispute arising from an employee's dismissal, the grievance may be filed directly at arbitration within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Dismissal or Suspension Grievances (a) In the case of a dispute arising from an employee’s dismissal, the grievance may be filed directly at Step 3, within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Notice of Dismissal or Suspension Notice of dismissal or suspension shall be in writing and shall set forth the reasons for dismissal or suspension, and a copy shall be sent to the President of the Union or his/her designate.

  • Dismissal of the Proceedings (1) Upon the Effective Date, the Ontario Action shall be dismissed with prejudice and without costs as against the Settling Defendants.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • Resolution of Employee Dismissal or Suspension Disputes The following procedure shall be used for the resolution of disputes relating to the dismissal or suspension of an employee(s):

  • Dismissals A dismissed employee is one whose service is terminated for any reason other than transfer, resignation, lay-off (or work completed for temporary or term employees), voluntary retirement or death. 5 In the event the Company warns, demotes, suspends, or dismisses any employee, the Union may appeal such action pursuant to the provisions of Article 9 (Grievance Procedure) of this Agreement.

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