PROGRESSIVE SANCTIONS Sample Clauses

PROGRESSIVE SANCTIONS. Members of the bargaining unit shall not be disciplined or terminated during the term of their appointment without cause. Sanctions against bargaining unit members shall follow the principles of progressive discipline and just cause. Sanctions can include oral or written warning or reprimand, removal from an assigned post and reassignment, suspension for a period not to exceed one year, and termination. Failure to reappoint or termination due to program reduction or financial exigency shall not be grievable.
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PROGRESSIVE SANCTIONS. Members of the bargaining unit shall not be disciplined or terminated during the term of their appointment without cause as defined in OAR 580-021-0325 Sections 1(c) and 2, and OAR 577-041- 0010(2). Sanctions against bargaining unit members shall follow the principles of progressive discipline and just cause. Bargaining unit members shall be notified of their right to union representation in advance of any meeting that might result in sanction. Sanctions can include oral or written warning or reprimand, removal from an assigned post and reassignment, suspension for a period not to exceed one year, and termination, in accordance with OAR 580-021-0320. As authorized by statute and by authority delegated to the Chancellor and the institution presidents, personnel may be transferred or reassigned within an institution in accordance with the staff needs of the institution or other units. Such personnel actions should not be considered sanctions for cause unless they result from actions described in OAR 580-021-0325, in accordance with OAR 580-021-0318. Failure to reappoint or termination due to program reduction or financial exigency shall not be grievable.
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PROGRESSIVE SANCTIONS. Article 17. RESERVED RIGHTS OF THE UNIVERSITY Article 18. NOTICES AND COMMUNICATIONS Article 19. MISCELLANEOUS PROVISIONS 30 Article 20. SEVERABILITY 30 Article 21. TOTALITY OF AGREEMENT 30 31 Article 22. NEGOTIATION OF SUCCESSOR AGREEMENT Article 23. DURATION OF AGREEMENT 32 LETTER OF AGREEMENT #1: 33 COMMITTEE ON THE CREATION OF THE ADJUNCT FACULTY SUPPORT INFORMATION SYSTEM LETTER OF AGREEMENT #2: COMMITTEE ON ORIENTATION AND ONBOARDING 34 LETTER OF AGREEMENT #3: COMPARABLE EXPERIENCE FOR ADJUNCT FACULTY RANKS 35 LETTER OF AGREEMENT #4: 37 COMMITTEE ON THE CREATION OF AN ADJUNCT FACULTY AWARD APPENDIX A: GRIEVANCE FORM 38 APPENDIX B: NOTICE OF INTENT TO ARBITRATE 39 APPENDIX C (1): 40 APPLICATION FOR FACULTY EDUCATION FUND FOR PART-TIME FACULTY APPENDIX C (2): 41 APPLICATION FOR PROFESSIONAL DEVELOPMENT FUND FOR PART-TIME FACULTY APPENDIX C (3): 43 APPLICATION FOR HEALTH INSURANCE FUND FOR PART-TIME FACULTY PREAMBLE This Agreement, entered into as of the date of ratification, is between Portland State University, herein referred to as UNIVERSITY or PSU, and the Portland State University Faculty Association, Local 3571, American Federation of Teachers, AFL-CIO, herein referred to as UNION, affiliated with the American Federation of Teachers-Oregon, AFL-CIO and the American Federation of Teachers, AFL-CIO. The intent and purpose of this Agreement is to promote the quality and effectiveness of education at Portland State University and to maintain high standards of academic excellence in all phases of instruct.ion, research, and service.
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PROGRESSIVE SANCTIONS offense warrants more severe action. 27 This is a system of discipline where the 28 level or severity of a sanction increases when or if behavior or performance fails 29 to improve. Progressive Sanctions need not begin at the lowest level when the 30 alleged misconduct includes harm to others or is egregious enough to warrant 31 disciplinary action. Sanctions against bargaining unit members are generally 32 intended to be corrective and shall follow the principles of progressive discipline 33 and just cause. The same sanction may be imposed more than once where 34 appropriate.
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PROGRESSIVE SANCTIONS. The University shall adhere to the principles of 26 progressive discipline and sanctions, except when the severity of the alleged 27 offense warrants more severe action. This is a system of discipline where the 28 level or severity of a sanction increases when or if behavior or performance fails 29 to improve. Progressive Sanctions need not begin at the lowest level when the 30 alleged misconduct includes harm to others or is egregious enough to warrant 31 disciplinary action. Sanctions against bargaining unit members are generally 32 intended to be corrective and shall follow the principles of progressive discipline 33 and just cause. The same sanction may be imposed more than once where 34 appropriate.
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PROGRESSIVE SANCTIONS. Article 17. RESERVED RIGHTS OF THE UNIVERSITY Article 18. NOTICES AND COMMUNICATIONS Article 19. MISCELLANEOUS PROVISIONS 30 Article 20. SEVERABILITY 30 Article 21. TOTALITY OF AGREEMENT 30 31 Article 22. NEGOTIATION OF SUCCESSOR AGREEMENT Article 23. DURATION OF AGREEMENT 32 LETTER OF AGREEMENT #1: 33 COMMITTEE ON THE CREATION OF THE ADJUNCT FACULTY SUPPORT INFORMATION SYSTEM LETTER OF AGREEMENT #2: COMMITTEE ON ORIENTATION AND ONBOARDING 34 LETTER OF AGREEMENT #3: COMPARABLE EXPERIENCE FOR ADJUNCT FACULTY RANKS 35 LETTER OF AGREEMENT #4: 37 COMMITTEE ON THE CREATION OF AN ADJUNCT FACULTY AWARD APPENDIX A: GRIEVANCE FORM 38 APPENDIX B: NOTICE OF INTENT TO ARBITRATE 39 APPENDIX C (1): 40 APPLICATION FOR FACULTY EDUCATION FUND FOR PART-TIME FACULTY APPENDIX C (2): 41 APPLICATION FOR PROFESSIONAL DEVELOPMENT FUND FOR PART-TIME FACULTY APPENDIX C (3): 43 APPLICATION FOR HEALTH INSURANCE FUND FOR PART-TIME FACULTY PSU & AFT Agreement, 2015-20 page 3
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PROGRESSIVE SANCTIONS 
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Related to PROGRESSIVE SANCTIONS

  • Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:

  • Preventive Drugs When purchased at any pharmacy: Must be prescribed by a physician. See Prescription Drug section for details. $0 Not Covered

  • Influenza Vaccination The parties agree that influenza vaccinations may be beneficial for patients and employees. Upon a recommendation pertaining to a facility or a specifically designated area(s) thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, the following rules will apply:

  • Joint Occupational Health and Safety Committee The Employer and the Union recognize the role of the joint Occupational Health and Safety Committee in promoting a safe and healthful workplace. The parties agree that a Joint Occupational Health and Safety Committee shall be established for each Employer covered by this Collective Agreement. The Committee shall govern itself in accordance with the provisions of the Industrial Health and Safety Regulations made pursuant to the Workers’ Compensation Act. The Committee shall be as between the Employer and the Union, with equal representation, and with each party appointing its own representatives. Representatives of the Union shall be chosen by the Union membership or appointed by the Union. All minutes of the meetings of the Joint Occupational Health & Safety Committee will be recorded in a mutually agreeable format and will be sent to the Union. The Union further agrees to actively pursue with the other Health Care Unions a Joint Union Committee for the purposes of this Article. The Employer agrees to provide or cause to be provided to Employer members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. The Union agrees to provide or cause to be provided to Union members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. Such training and orientation shall take place within six (6) months of taking office.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

  • Alcohol & Drugs I understand that the possession or consumption of alcoholic beverages or illegal substances is prohibited at all game locations and Activities hosted by the Club. I understand that by not following the rules of the game, or by playing while intoxicated, or if there is any suspicion of intoxication, I will not be allowed to play and will not receive a refund.

  • Traffic Control The Surveyor shall control traffic in and near surveying operations adequately to comply with provisions of the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI which can be found on the State’s internet site. In the event field crew personnel must divert traffic or close traveled lanes, a Traffic Control Plan based upon principles outlined in the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI shall be prepared by the Surveyor and approved by the State prior to commencement of field work. A copy of the approved plan shall be in the possession of field crew personnel on the job site at all times and shall be made available to the State’s personnel for inspection upon request.

  • Weapons (1) If the Contractor requests that its personnel performing in the USCENTCOM AOR be authorized to carry weapons for individual self-defense, the request shall be made through the Contracting Officer to the Combatant Commander, in accordance with DoD Instruction 3020.41. The Combatant Commander will determine whether to authorize in-theater contractor personnel to carry weapons and what weapons and ammunition will be allowed.

  • Study Population ‌ Infants who underwent creation of an enterostomy receiving postoperative care and awaiting enterostomy closure: to be assessed for eligibility: n = 201 to be assigned to the study: n = 106 to be analysed: n = 106 Duration of intervention per patient of the intervention group: 6 weeks between enterostomy creation and enterostomy closure Follow-up per patient: 3 months, 6 months and 12 months post enterostomy closure, following enterostomy closure (12-month follow-up only applicable for patients that are recruited early enough to complete this follow-up within the 48 month of overall study duration).

  • Firearms The Resident agrees to comply with University policy which states that firearms are not allowed on University property, and acknowledges that California Penal Code section 626.9 prohibits the possession of firearms on University of California property.

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