Administrative Procedures for Discipline Clause Samples

Administrative Procedures for Discipline. A. Upon a determination by the supervising administrator that there exists cause to impose discipline, the administrator shall notify the MBU of his or her intent to impose discipline. The notice shall be in writing and shall be delivered in person or by first class mail. The notice shall include the following: 1. The conduct or omission of the MBU which constitutes the reason for discipline. 2. A reference to any statutes, rules, policies, duties or written objectives or directions violated, if applicable. 3. A scheduled meeting time between the administrator and the MBU at which meeting the administrator will: a. In the event the discipline is a written reprimand, present the MBU with the reprimand. b. In the event the intended discipline involves a suspension without pay, present the MBU with a letter advising the MBU that a suspension will be imposed at the conclusion of a thirty (30) calendar day period unless a hearing is requested within that period to dispute the imposition of the suspension. B. If a MBU receives: 1. A written reprimand, he/she may request a hearing within ten (10) days of receipt of said reprimand; 2. A letter of intent to impose suspension, he/she may request a hearing within thirty C. The imposition of any protested discipline (excluding suspensions and terminations) shall be suspended until a Level III Decision has been issued or a Memorandum of Agreement signed by TEA and TUSD has been received by the Office of Employee Relations. ACADEMIC FREEDOM
View SourceView Similar (7)
Administrative Procedures for Discipline. A. Upon a determination by the supervising administrator that there exists cause to impose discipline, the administrator shall notify the MBU of his or her intent to impose discipline. 1. The conduct or omission of the MBU which constitutes the reason for discipline. 2. A reference to any statutes, rules, policies, duties or written objectives or directions violated, if applicable. 3. A scheduled meeting time between the administrator and the MBU at which meeting the administrator will: a. In the event the discipline is a written reprimand, present the MBU with the reprimand. b. In the event the intended discipline involves a suspension without pay, present the MBU with a letter advising the MBU that a suspension will be imposed at the conclusion of a thirty (30) calendar day period unless a hearing is requested within that period to dispute the imposition of the suspension. B. If a MBU receives: 1. A written reprimand, he/she may request a hearing within ten (10) days of receipt of said reprimand; 2. A letter of intent to impose suspension, he/she may request a hearing within thirty (30) calendar days of receipt of said letter. Such hearing requests will be filed as a Level III grievance. C. The imposition of any protested discipline (excluding suspensions and terminations) shall be suspended until a Level III Decision has been issued or a Memorandum of Agreement signed by TEA and TUSD has been received by the Office of Employee Relations. ACADEMIC FREEDOM
View SourceView Similar (3)
Administrative Procedures for Discipline. A. Upon a determination by the supervising administrator that there exists cause to impose discipline, the administrator shall notify the MBU of his or her intent to impose discipline. The notice shall be in writing and shall be delivered in person or by first class mail. The notice shall include the following: 1. The conduct or omission of the MBU which constitutes the reason for discipline. 2. A reference to any statutes, rules, policies, duties or written objectives or directions violated, if applicable. 3. A scheduled meeting time between the administrator and the MBU at which meeting the administrator will: a. In the event the discipline is a written reprimand, present the MBU with the reprimand. b. In the event the intended discipline involves a suspension without pay, present the M?BU with a letter advising the MBU that a suspension will be imposed at the conclusion of a thirty (30) calendar day period unless a hearing is requested within that period to dispute the imposition of the suspension. B. If a MBU receives: 1. A written reprimand, he/she may request a hearing within ten (10) days of receipt of said reprimand; 2. A letter of intent to impose suspension, he/she may request a hearing within thirty
View Source
Administrative Procedures for Discipline. Upon a determination by the supervising administrator that there exists cause to impose discipline, the administrator shall notify the MBU of his or her intent to impose discipline. The notice shall be in writing and shall be delivered in person or by first class mail. The notice shall include the following:
View Source

Related to Administrative Procedures for Discipline

  • Administrative Procedures Administrative procedures with respect to the sale of Notes shall be agreed upon from time to time by the Agents and the Company (the "Procedures"). The Agents and the Company agree to perform the respective duties and obligations specifically provided to be performed by them in the Procedures.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Administrative Procedure iTrip staff will administer and determine whether a damage qualifies as Covered Damage. Such staff will have the sole authority to determine the nature and extent of damages, necessary repairs and eligibility for the waiver of liability described herein. The Covered Guest must report any theft or damage to the unit or its contents to iTrip staff by the time of check-out or any otherwise applicable damage waiver for such Covered Guest will be void. The iTrip Franchisee has ultimate claim administration authority. Arbitration is required prior to litigation.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Impasse Procedures Impasse proceedings shall be in accordance with § 6-408 of the Education Article to the Annotated Code of Maryland.