Notice of Intended Disciplinary Action Sample Clauses

Notice of Intended Disciplinary Action. A. In cases of proposed disciplinary action, except a counseling, oral warning, or written reprimand, the proposed disciplinary action shall be served on the employee personally or by mail. The written notice of intended disciplinary action which shall include:
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Notice of Intended Disciplinary Action. In instances pertaining to involuntary transfer, suspension with or without pay, demotion or dismissal, a permanent employee shall be given written notice of the intended disciplinary action in person or by certified mail to his/her last known recorded address on file in the Human Resources Office. The notice shall specify the charges against the employee in sufficient specificity as to the cause for such intended action:
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Notice of Intended Disciplinary Action. Prior to the Superintendent's recommendation to the Board for discipline or dismissal, the permanent unit member shall receive, in writing, notice of the intended disciplinary action unless extraordinary circumstances exist. The notice of intended disciplinary action shall state (1) notice of the proposed action; (2) the reasons therefore; (3) that the unit member and/or Union representative has an opportunity to examine any materials upon which the action is based; (4) that the unit member and/or Union representative has the right to respond, either orally or in writing, within a fifteen (15) working day period of time; and (5) that if the unit member elects not to respond to the letter within the fifteen (15) working day time limit, the unit member shall be considered to have waived his/her right to respond.
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Notice of Intended Disciplinary Action. 13 A. In cases of proposed disciplinary action the proposed disciplinary action shall be 14 served on the Member personally or by mail.
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Notice of Intended Disciplinary Action. Prior to the Superintendent's recommendation to the Board for discipline or dismissal, the permanent unit member shall receive, in writing, notice of the intended disciplinary action unless extraordinary circumstances exist. The notice of intended disciplinary action shall state:
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Related to Notice of Intended Disciplinary Action

  • 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.

  • 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.

  • 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

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • 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 New York State Public Employment Relations Board 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 Board 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.

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • 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.

  • 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.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

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