Severe Disciplinary Actions Sample Clauses

Severe Disciplinary Actions. Short Suspension Without Pay (less than six days) Long Suspension Without Pay (six to 30 days) Demotion Salary Step Rate Reduction Discharge
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Severe Disciplinary Actions. All severe disciplinary actions shall be removed from an employee’s file after four (4)seven (7) years, if no other violation or of a similar offense occurs during that period. The County shall provide a letter notifying the employee that the offense has been removed.
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Severe Disciplinary Actions. 19 20.02.03 Appropriate Disciplinary Actions..................................................... 20 20.03.00 Pre-Disciplinary Actions.................................................................. 20 20.04.00 Appeals .......................................................................................... 20 21.00.00 RULES OF APPEAL TO HEARING OFFICER ................................. 20 21.01.00 Right of Appeal ............................................................................... 20 21.02.00 Method of Appeal ............................................................................ 20 21.03.00 Notice ............................................................................................. 20 21.04.00 Hearings......................................................................................... 21 21.05.00 Findings and Recommendations ..................................................... 21 21.06.00 Action by the City Manager............................................................. 21
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Severe Disciplinary Actions. For suspensions of more than thirty (30) calendar days, demotions for cause, reductions in base pay for cause, terminations:
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Severe Disciplinary Actions 
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Related to Severe 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.

  • 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.

  • 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.

  • 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. "

  • 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.

  • 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.

  • 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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