Disciplinary Action Process Clause Samples

Disciplinary Action Process. When an infringement occurs, which may require formal disciplinary action, the teacher concerned (or another complainant, such as a Parent) will initiate the disciplinary process by reporting the incident to a Housemaster/mistress or Executive member. A report or complaint may be supplemented by any additional information or statements to clarify or adequately detail the facts surrounding the alleged infringement. If warranted by the nature of the infringement/misconduct, the teacher and/or the Executive will investigate the complaint and alleged infringement to gather information and to decide on the appropriate corrective measures to be taken. The Head may assign a specific team to conduct the investigation. This assessment usually takes the form of an informal investigation, which generally includes an opportunity for the Pupil to “state his/her case” in response to the complaint. The Head or the teacher(s) involved may consult with the Disciplinary committee in order to decide on appropriate corrective action. The Disciplinary committee represents different viewpoints and constituencies in order to maintain as balanced a view as possible in recommending an appropriate penalty. The Disciplinary committee comprises all or some of the following: the Head, the Deputy Head, The Directors of Academics, Sports and Pastoral Care, a Housemaster, a Foundation Phase representative and the School psychologist. If deemed appropriate, an interview with Parents will be conducted. If, after investigation: 3.3.1. the infringement is confirmed but is considered to be of a nature that does not require a formal disciplinary hearing, the responsible Teacher/Housemaster/Executive member may counsel the Pupil and issue the appropriate penalty, warning or consequence to the Pupil(s) concerned; 3.3.2. the infringement is confirmed and is considered to be of a serious nature, it will be referred for a formal disciplinary hearing.
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Disciplinary Action Process. The NCRA/ANREC Board of Directors may dismiss members with cause. As stated in the NCRA/ANREC by-laws 1.11.1, “The Board shall have authority to suspend or expel any Member from the Corporation for any one or more of the following grounds: i. violating any provision of the articles, by-laws, or written policies of the Corporation; ii. carrying out any conduct which may be detrimental to the Corporation as determined by the Board in its sole discretion; or iii. for any other reason that the Board in its sole and absolute discretion considers to be reasonable, having regard to the purpose of the Corporation.” This is an outline of the process by which NCRA/ANREC Board of Directors will handle member discipline: 1. Verbal warning 2. Written warning 3. Suspension of membership for 30 days 4. Expulsion of a member. The member can appeal this decision once to the board of directors, in writing, within 20 days of the notice of expulsion. After that date, the member may no longer appeal the decision. The board will respond within 30 days. * Please note, this is a summary only and there is a detailed member discipline policy under development that will be completed shortly and linked here.
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Disciplinary Action Process. I further understand that failure to abide by the Vendor Code of Conduct and the Operating Procedures will initiate the Disciplinary Action Process.
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Disciplinary Action Process. SD MINES shall issue all discipline and discharge actions consistent with all rules, regulations, and policies of the State of South Dakota, Board of Regents, South Dakota School of Mines & Technology, and UPD. i. The City Chief may suspend or revoke the appointment of a UPD Officer for just cause based upon the City’s, State’s, or SD MINES’s policies. In the event of such action, the City shall notify the UPD Chief of this action and the basis for this action. Such suspension or revocation immediately suspends or revokes the authority of the individual to act as a law enforcement officer of the City pursuant to SDCL 9-29-19, and amendments thereto, until final resolution of appropriate discipline, discharge, or re- instatement. A UPD Officer whose appointment has been suspended or revoked by the City Chief may be retained by SD MINES for functions other than as a law enforcement officer pursuant to Section 3 above. ii. A UPD Officer whose appointment by the City has been suspended or revoked shall have the right to appeal that action and request a hearing. Such appeal and request for a hearing must be initiated in writing to the City Chief (with a copy to the UPD Chief) within five (5) working days of the date the appointment was suspended or revoked. Failure to appeal and request a hearing within that time frame shall result in the ability to appeal being waived. iii. In the case of an appeal, a review board shall be established consisting of two members appointed by the City, two members appointed by SD MINES, and one member mutually appointed by the City and SD MINES. The review board shall conduct a hearing within thirty calendar days from the date the appeal is received. The review board will deliver a written recommendation to the SD MINES Director of Facilities & Risk Management, or his or her successor, and the City Chief for a final decision within ten (10) calendar days after the hearing. Should the SD MINES Director of Facilities & Risk Management and the City Chief agree that the appointment was unjustly revoked, the officer’s appointment shall be fully restored by the City Chief. However, the City Chief retains final authority over UPD Officer appointment status pursuant to Sections 1, 2, and 3 of this Agreement.
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Disciplinary Action Process 
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Related to Disciplinary Action Process

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

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

  • No Disciplinary Action No employee shall be disciplined for refusal to work on a job or to operate any equipment which is not safe.

  • 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.

  • 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.