Formal Oral Warning Sample Clauses

Formal Oral Warning. A. Issued in conference with the faculty member by her/his immediate supervisor, the oral warning is used to:
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs
Formal Oral Warning. For minor breaches of discipline, misconduct or continued poor performance; the warning must include reference to the fact that any further breach may render the teacher open to further disciplinary action.
Sample 1
Formal Oral Warning. In the event of there being a continuation of the fault or omissions of duty or conduct which was the subject of Stage 1, the immediate superior will refer the matter to the appropriate Head of School/Faculty Director by way of a written report indicating the nature of the allegation, the note of the discussion at stage 1 as prepared by the immediate superior at the time and how the employee has responded during the review period. The employee will receive a copy of such written report. There will be a discussion between the appropriate Head of School/Faculty Director and if necessary the immediate superior in question with the staff member concerned, which may deal with the following;
Sample 1
Formal Oral Warning. If the company determines that the employee did not meet an acceptable standard of conduct the employee will be given a formal oral warning stating the reason for the warning, the standard of conduct or performance required from the employee and the possibility of further disciplinary action if the standard of conduct is not improved. A note of the oral warning will be kept on record.
Sample 1

Related to Formal Oral Warning

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

  • Formal Grievance Step 1 6

  • Technical or Contractual Problems Contractor shall meet with the Department's personnel, or designated representatives, to resolve technical or contractual problems occurring during the contract term or to discuss the progress made by Contractor and the Department in the performance of their respective obligations, at no additional cost to the Department. The Department may request the meetings as problems arise and will be coordinated by the Department. The Department shall provide Contractor a minimum of three full working days notice of meeting date, time, and location. Face-to-face meetings are desired; however, at Contractor's option and expense, a conference call meeting may be substituted. Contractor’s consistent failure to participate in problem resolution meetings, Contractor missing or rescheduling two consecutive meetings, or Contractor’s failure to make a good faith effort to resolve problems may result in termination of the contract.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • 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.

  • Accommodations of Spiritual or Cultural Observances Where an employee observes a cultural/spiritual day other than those listed above, the employee shall submit their request in January of each year for the twelve (12) month period following March 1st, identifying the required date they need off.

  • 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.

  • 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.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

Time is Money Join Law Insider Premium to draft better contracts faster.