INFORMAL DISCIPLINARY PROCEDURE Sample Clauses

INFORMAL DISCIPLINARY PROCEDURE. 33.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate regarding a breach of conduct or an allegation which may result in charges pursuant to the Police Services Act, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee.
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INFORMAL DISCIPLINARY PROCEDURE. CAD 17.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. CAD 17.02 The members shall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting.
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INFORMAL DISCIPLINARY PROCEDURE. Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate regarding a breach of conduct or an allegation which may result in charges pursuant to the Police Services Act, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. The member shall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting. If the member opts to have an Association representative present, the time spent in such a meeting shall be with no loss of pay for the Association representative provided the representative is on duty at the time of the meeting. The time spent in such a meeting shall be with pay for the member.
Sample 1
INFORMAL DISCIPLINARY PROCEDURE. CAD Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee. CAD The members hall have the option of being accompanied by an Association representative if the member so requests. The Association representative must be available in a reasonable time to attend the meeting. CAD If the member opts to have an Association representative present, the time spirit in such a meeting shall be with no loss of pay for the Association representative provided the representative is on duty at the time of the meeting. The time spirit in such a meeting shall be with pay, for the member.
Sample 1
INFORMAL DISCIPLINARY PROCEDURE. CAD 1 7.01 Where a Regional or Bureau Commander or designee determines that informal discipline may be appropriate, the member shall be notified in writing of a time and date for a meeting with the Regional or Bureau Commander or designee.
Sample 1

Related to INFORMAL DISCIPLINARY PROCEDURE

  • 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 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.

  • Informal Grievance Procedure It shall be the mutual responsibility of employees and management to endeavor to resolve grievances informally at the lowest practicable level of management. To this end, the grievant shall first present the grievance to the grievant's immediate supervisor in an informal meeting within ten (10) days after the occurrence of the circumstances giving rise to the grievance or when the grievant first actually knew, or could have reasonably known of them. The grievant may request the meeting be held at any reasonable time, and the supervisor shall meet with the grievant as soon as reasonably practicable after receipt of the request. In the meeting, the grievant and the supervisor shall review the grievance. The employee shall fully and fairly explain: the alleged action or inaction by the employee's department which caused grievance; the written departmental policy allegedly violated by the department; and the remedy the grievant believes will resolve the grievance. The parties shall cooperate in seeking a resolution of the grievance. If questions beyond the scope of the supervisor's authority or knowledge are involved, the supervisor may consult the supervisor's superiors or other County officers. The supervisor shall present an informal, oral decision with supporting reasons to the grievant within ten (10) days after the meeting.

  • 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.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • 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.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • 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 PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

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