SUSPENSION FROM DUTY. Section 1. If a Command Officer is suspended from duty pending the completion of an investigation or awaiting a hearing (interim suspension), he shall continue to be paid at his normal base rate, providing he is available and capable of performing his full duties, until such time as he has had a hearing before the Chief of Police. The hearing before the Chief of Police may be on the full charges of the investigation or as a preliminary hearing to determine if there is a basis for the interim suspension to be without pay. The City will continue to pay its share of medical and life insurance premiums during the interim suspension or any disciplinary suspension.
SUSPENSION FROM DUTY. 1. Right to Appeal A teacher suspended from duty shall have the right to appeal such suspension through the grievance procedure to determine the presence of just cause for such suspension. Any such grievance shall be filed initially at Level III.
SUSPENSION FROM DUTY. If an Employee is criminally charged and/or indicted based upon alleged conduct of the Employee that arose out of the performance of his/her official duties, and/or the exercise of the authority granted the Employee under law, and the alleged conduct is such that it would not impair the Employee’s ability to perform an assignment within the Department, then the Employee may be assigned to an appropriate position pending the outcome of any criminal proceedings. In the event the Employee is conditionally suspended as the result of an indictment or criminal charge, the Employee shall continue to participate in all benefits during the pendency of the case. In the event that discipline is rendered against an Employee and results in suspension of three (3) or less days, the Employee shall have the option of forfeiting up to forty-eight (48) hours of vacation in a twelve
SUSPENSION FROM DUTY. The Employer may suspend you on pay while investigations into your conduct are made.
SUSPENSION FROM DUTY. If an employee is criminally charged and/or indicted based upon alleged conduct of the employee that arose out of the performance of his/her official duties, and/or the exercise of the authority granted the employee under law, and the alleged conduct is such that it would not impair the employee's ability to perform an assignment within the Police Department, then the employee may be assigned to an appropriate position pending the outcome of any criminal proceedings. In the event the employee is Conditionally Suspended as the result of an indictment or criminal charge, the employee shall continue to participate in all insurance benefits and may draw upon all accrued vacation and earned compensatory time during the pendency of the case. Any employee relieved from duty pending a hearing on minor Departmental Charges will continue to receive pay if capable of performing duty. All disciplinary suspensions served on employees will be recorded by the number of hours suspended, not by “days”. In the event that discipline is rendered against an employee and results in Suspension of eighty (80) or less hours, the employee shall have the option of forfeiting up to eighty (80) hours of vacation in a twelve (12) month period. If the employee chooses to forfeit vacation, the forfeiture shall be one hour of vacation for each hour of the Suspension. The forfeiture of vacation will constitute discipline of record, shall be accordingly noted in the employees personnel file, and shall constitute the final resolution of the Departmental Charges. No loss of seniority shall occur should the employee choose this option.
SUSPENSION FROM DUTY. 42.9.1 Where the University becomes aware of an allegation(s) of serious misconduct the Vice – Chancellor may suspend the staff member with or without pay.
SUSPENSION FROM DUTY. If an Employee is criminally charged and/or indicted based upon alleged conduct of the Employee that arose out of the performance of his/her official duties, and/or the exercise of the authority granted the Employee under law, and the alleged conduct is such that it would not impair the Employee’s ability to perform an assignment within the Department, then the Employee may be assigned to an appropriate position pending the outcome of any criminal proceedings. In the event the Employee is conditionally suspended as the result of an indictment or criminal charge, the Employee shall continue to participate in all benefits during the pendency of the case. In the event that discipline is rendered against an Employee and results in suspension of three (3) or less days, the Employee shall have the option of forfeiting up to forty-eight (48) hours of vacation in a twelve (12) month period. If the Employee chooses to forfeit vacation, the forfeiture shall be one (1) hour of vacation for each hour of the suspension. The forfeiture of vacation will constitute discipline of record, shall be accordingly noted in the Employee’s personnel file, and shall constitute the final resolution of the departmental charges. No loss of seniority shall occur should the Employee choose this option.
SUSPENSION FROM DUTY. An employee accused of misconduct may be suspended by the Company for up to three working days to allow a full investigation of the situation to be undertaken. If the employee is dismissed then there is no payment for the period of suspension. If the employee is exonerated or receives a warning then the employee will be paid his ordinary time rate pay for the period of the suspension. As an alternative to termination of employment, the employee and the employer may agree to the employee being suspended for up to ten days without pay. The employee shall be entitled to be represented by the union during discussions on this matter.
SUSPENSION FROM DUTY. Suspensions from duty will be in compliance with applicable Oregon law.
SUSPENSION FROM DUTY. 33.1 Employees who are suspended from duty pending an investigation concerning alleged misconduct or other serious matter such as breach of their employment contract, will receive their ordinary rate of pay at their substantive level and grade, excluding penalties or other allowances where applicable, which relate to actual attendance at work, until the matter is resolved.
