Potential Disciplinary Actions Sample Clauses

Potential Disciplinary Actions. Disciplinary actions or measures shall normally include only the following: written reprimand, suspension with or without pay (notice to be given in writing) and disciplinary discharge. It is agreed that disciplinary discharge does not preclude dismissal, discharge or non-continuance of employment for other reasons.
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Potential Disciplinary Actions. The following are potential disciplinary actions that may be imposed upon managers, coaches, volunteers, players, members, DVs, and Directors and who may impose them. In certain cases, the President may suspend an individual immediately until an action is determined by the Disciplinary Committee and/or Executive Committee.  Suspension for a game, period of time, or rest of the season (WSLL BOD Executive Committee by majority).  Permanent suspension from volunteering as a coach, manager, or other volunteer (e.g., Board Member) (WSLL BOD Executive Committee by majority).  Permanent suspension from attending WSLL games and events (BOD by 2/3 majority of members present).  Letter of Reprimand from the President (President, as the result of the Disciplinary Committee’s investigation).  Verbal counseling by the President or designee.
Sample 1
Potential Disciplinary Actions. ‌ LSC will provide employees who are the subject of an investigation that may result in discipline with a Notice of Union Rights that has been jointly developed and approved by LSC and the Union. LSC will notify the Union when an employee who is the subject of an investigation that may result in discipline requests union representation.
Sample 1

Related to Potential Disciplinary Actions

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • 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.

  • 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

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

  • 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.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • 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.

  • 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.

  • 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.

  • 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.

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