DISMISSAL/SUSPENSION/DISCIPLINARY ACTION Sample Clauses

DISMISSAL/SUSPENSION/DISCIPLINARY ACTION. An employee shall not be disciplined without just cause. A supervisor shall not discipline an employee in the presence of students unless an immediate and compelling situation threatens the welfare or safety of students or staff. An employee shall be entitled, except in the case of evaluation conferences, to have a witness present during any disciplinary interview which is likely to result in a written reprimand, loss of pay, or dismissal. The employee shall be notified of his/her right to have a witness present. It shall be the responsibility of the employee to arrange for the presence of the witness at such reasonable time and place for the interview as the supervisor shall determine. Except in extraordinary situations, the employee shall be afforded not less than four (4) hours prior notice of the interview. However, the employee may agree to have the interview take place at an earlier time. Dismissal actions shall be approved by the Superintendent or his/her designee. Prior to any such approval, the Superintendent or his/her designee shall meet with the employee. At the meeting, the Superintendent or his/her designee shall give the employee written notice of the charges against him/her and an explanation of the evidence in support of those charges. The employee shall then be provided a reasonable opportunity to tell his/her side of the story and respond to the charges. If an employee is permitted to resign in lieu of dismissal, the supervisor shall notify the Superintendent in writing and shall set forth the reasons why the employee would have been dismissed had he/she not resigned. A resignation in lieu of dismissal shall be considered a resignation not in good standing. An employee appointed to fill a temporary position may be terminated at any time at the discretion of the Superintendent or his/her designee without any hearing or review rights under the grievance procedure.
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DISMISSAL/SUSPENSION/DISCIPLINARY ACTION a. Progressive Discipline: Progressive discipline is the systematic approach to the improvement of job performance beginning with the least severe response and gradually moving to more serious action.
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DISMISSAL/SUSPENSION/DISCIPLINARY ACTION. [8] Alternatively, if the evaluator and employee agree, a permanent employee shall be evaluated at least every five years provided he/she has been employed by the district at least 10 years, was rated in his/her previous evaluation as meeting or exceeding standards, and meets the qualifications of a highly qualified teacher as defined in 20 USC 7801, if his/her position requires such qualifications. Either the evaluator or the employee may withdraw consent for the alternative schedule at any time. (Education Code 44664) [5]
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DISMISSAL/SUSPENSION/DISCIPLINARY ACTION. 25.1 Permanent unit members shall be subject to dismissal or involuntary suspension without pay for cause in accordance with Board Administrative Regulation 4218, attached hereto as Appendix C.
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DISMISSAL/SUSPENSION/DISCIPLINARY ACTION 
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Related to DISMISSAL/SUSPENSION/DISCIPLINARY ACTION

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the Federal Mediation and Conciliation Services in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Supervisor or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • 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.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

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