Disciplinary Responses Clause Samples

Disciplinary Responses. No teacher shall be disciplined without just cause. Disciplinary responses shall be commensurate with the teacher’s offense, and progressive discipline will be followed. However, the parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, suspensions with or without pay and termination under Ohio Revised Code. Suspensions without pay are intended to be used for more serious disciplinary infractions. Disciplinary measures may be repeated depending on the circumstances of the infraction.
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Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance.
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Disciplinary Responses. No employee shall be disciplined without just cause. Disciplinary responses shall be commensurate with the employee’s offense, and progressive discipline will be followed. However, the parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, suspensions with or without pay and termination under Ohio Revised Code. Suspensions without pay are intended to be used for more serious disciplinary infractions. Disciplinary measures may be repeated depending on the circumstances of the infraction. The Board may also conclude a disposition with a “no finding” response.
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Disciplinary Responses. If harassment has been identified, any one or more of the following responses may be deemed to be appropriate in the circumstance: a) Require a verbal or written apology by the harasser b) Require individuals and / or workgroups to go through an education process c) Require performance reviews focusing on behaviour and / or conduct d) Issue a written warning to the harasser e) Reassign (transfer) the harasser to another area f) Require the harasser to undergo mandatory counselling g) Issue discipline to the harasser, up to and including termination h) Any other response as deemed appropriate
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Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. • require a verbal or written apology by the harasser • issue a written warning to the harasser • reassign (transfer) the harasser to another area • terminate the harassee's employment • require the harasser to undergo mandatory counseling Repeated, unfounded claims by an individual may result in harassment proceedings or disciplinary action. As used in the General Laws, the masculine, feminine or neuter gender, and the singular or plural number shall each be deemed to include the others whenever the context so includes.
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Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed appropriate in the circumstance. If, in the course of the investigation or appeal process, the harassment charge is determined to be without merit, the complaint officer or DRO will make such known in writing to all concerned parties. Repeated, unfounded claims by an individual may result in disciplinary action. IN WITNESS WHEREOF, we have hereunto set our hands this day of June A.D., 2013. ▇▇▇▇ ▇▇▇▇▇▇, Secretary-Treasurer ▇▇▇▇-▇▇▇ ▇▇▇▇, President ▇▇▇▇ ▇▇▇▇▇▇, CWA Representative ▇▇▇▇ ▇▇▇▇▇▇, Publisher ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, Classified Manager Between: Media & Communications Workers of Alberta Local 30400-CWA - and - The Red Deer Advocate Ltd.
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Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. • require a verbal or written apology by the harasser • issue a written warning to the harasser • reassign (transfer) the harasser to another area • terminate the harassee's employment • require the harasser to undergo mandatory counseling Collective Agreement between The Tri-City News, a division of Glacier Media Inc. and Unifor Local 2000 January 1, 2020 – December 31, ▇▇▇▇ As used in the General Laws, the masculine, feminine or neuter gender, and the singular or plural number shall each be deemed to include the others whenever the context so includes.
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Disciplinary Responses. Situations which include breaking the school rules on drugs will result in a sanction. The type of sanction will depend on the exact nature and degree of the offence. The school employs a variety of sanctions related to the offence, e.g. community service, educational material to watch or read as well as to copy out specific facts about drugs and its consequences Internal Exclusion, “confinement”, fixed term and permanent exclusions as well as the withdrawal of boarding places. Permanent exclusion will be considered and used only in exceptional circumstances, such as selling and dealing in drugs. Parents and all appropriate staff will be kept informed of any investigation. The following procedures should be taken for any instance involving smoking, drinking or drugs: 1. The name of the pupil should be given to the Assistant Headteacher or the member of SLT on duty with the date, time and place of the incident. 2. The Assistant Headteacher in consultation with the Headmaster will then decide on the course of action to be taken.
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Related to Disciplinary Responses

  • Disciplinary Sanctions The Company shall not be required to engage in the three-step dispute resolution process prior to imposing disciplinary sanctions for violation of the Agreement.

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union ▇▇▇▇▇▇▇ and/or Union representative present.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC ▇▇▇-▇▇-▇▇▇, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.