Recommendation for Disciplinary Action Sample Clauses

Recommendation for Disciplinary Action. A recommendation for suspension, demotion or dismissal may originate with the principal of a school or a supervisor. Such recommendation shall be in writing to the Superintendent.
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Recommendation for Disciplinary Action. The third offense should result in a recommendation by the supervisor for suspension of up to five (5) unpaid days, based on the seriousness of the offense. If a holiday falls within the unpaid period, it would be counted as one of the unpaid days.
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Recommendation for Disciplinary Action. A recommendation for disciplinary action may originate with a principal or the employee’s immediate supervisor. Such recommendation shall be in writing to the Superintendent or designee through the supervisor in charge of the department to which the employee is assigned. A copy of such recommendation shall be provided to the affected employee and the CSEA Job designee at the time of submission.
Sample 1
Recommendation for Disciplinary Action. The third offense should result in a recommendation by the supervisor for suspension of up to five (5) dock days, based on the seriousness of the offense. If a holiday falls within the dock period, it would be counted as one of the docked days.
Sample 1

Related to Recommendation for Disciplinary Action

  • 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

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

  • Causes for Disciplinary Action The following causes shall be grounds for 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.

  • 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.

  • 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.

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

  • 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.

  • 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.

  • 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.

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