Employee Sanctions. If the testing required above has produced a positive result, the City may take disciplinary action and/or require the employee to participate in any rehabilitation or detoxification program that is covered by the employee's health insurance. An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick time, compensatory days, vacation leave, and personal leave days for a period of the rehabilitation or detoxification program. If no such leave credits are available, the employee shall be placed on medical leave of absence without pay for the period of the rehabilitation or detoxification program. Upon completion of such program, and upon receiving results from a retest demonstrating that the employee is no longer abusing a controlled substance, the employee may be returned to their former position. Such employee may be subject to periodic retesting upon return to the employee's position for a period of one (1) year from the date of return to work. Any employee in a rehabilitation or detoxification program in accordance with this Article will not lose any seniority or benefits, should it be necessary for the employee to be placed on medical leave of absence without pay for a period not to exceed ninety (90) days.
Employee Sanctions. By September 11, 2019, the District will provide to OCR evidence that it has reviewed the conduct of employees who had notice of or who were reported to have notice of complaints of sexual harassment involving a student and failed to take appropriate action, and describe any sanctions issued to those employees. The review provided on September 11, 2019, will address incidents about which the District had notice on or after June 1, 2018, to the date of this Agreement. To ensure that the District takes appropriate action to ensure a prompt and equitable response to complaints of student sexual harassment, it will review the actions of all current and former employees who had notice or were reported to have notice of complaints of sexual harassment to ensure appropriate action was taken in accordance with Title IX and District policies. If the District’s review determines that the employee failed to adequately respond in accordance with then-applicable laws and policies, the District will determine what responsive actions must be taken with regard to that employee. Responsive actions to be considered include, but are not limited to, the following: training, counseling, disciplinary proceedings, demotion, reassignment, and/or other responsive action(s). Any actions taken will be documented in the employee’s or former employee’s personnel file.
Employee Sanctions. Business Associate shall implement and maintain sanctions for any employee, sub-Business Associate, or agent who violates the requirements in this Contract or the HIPAA privacy regulations. Business Associate shall, as requested by Covered Entity, take steps to mitigate any harmful effect of any such violation of this Contract.
Employee Sanctions. The University will review the actions of those current and former employees who had notice or were reported to have received notice of complaints or concerns of sex discrimination committed by either Employee X or the Xxxx and failed to take appropriate action in regard thereto. If the University’s review determines that such person did receive a complaint of sex discrimination, the University will review whether that person failed to adequately respond in accordance with all then-applicable laws and University policies. If so, the University will then determine what further responsive steps, if any, must be taken with regard to that person. The University will document any actions taken in the employee’s or former employee’s personnel file, consistent with the revisions to its policies pursuant to item II.J, and the University will document any investigation or any action taken in accordance with its existing policies as revised pursuant to items II.D and II.H of this Agreement. The University will not be required to engage in actions that are inconsistent with its obligations under governing law and applicable collective bargaining agreements related to the employment relationship and due process concerns stemming from the public nature of the person’s employment or former employment. The list of employees subject to review under this item must include the former President (as of the 2015-2016 academic year), the Xxxxxxx, the Associate Vice President for Academic Human Resources, employees of the Office of the General Counsel, and the former head coach of the women’s gymnastics team; however, the University’s review must go beyond this non-exhaustive list and include current or former responsible employees who have been identified by name, title, or position in University memoranda, Title IX reports, or police reports as having received notice of complaints or concerns of sex discrimination committed by either Employee X or the Xxxx, and failed to take appropriate action in regard thereto. The University may be limited in its ability to investigate based on the availability of evidence or witnesses. Responsive actions to be considered include, but are not limited to, the following: disciplinary proceedings; revocation of tenure; revocation of honorary and other titles; demotion; reassignment; prohibition from University facilities, programs, and activities; removal of benefits; pay reductions; removal of housing benefits; permanent removal from administ...
Employee Sanctions. It is the responsibility of every employee to be aware of the above provisions and to abide by them. Failure to observe these provisions will result in immediate discipline of the employee, up to and including termination. The employee may be required to participate satisfactorily in an alcohol or drug abuse assistance or rehabilitative program.
