EMPLOYEE DISCIPLINARY CODE Sample Clauses

EMPLOYEE DISCIPLINARY CODE. Members of the bargaining unit shall be subject to discipline in accordance with the following provisions: A. Offenses (Code of Conduct) 1. Class I
View SourceView Similar (6)
EMPLOYEE DISCIPLINARY CODE. In a meeting between an employee and the Superintendent or an administrator in which the employee may be subject to formal discipline as outlined herein, the employee and the administrator shall have the right to have a representative of their choosing present. Prior to such meeting, the Superintendent or administrator will give the reasons for suspension or termination to the unit member in writing and will afford them an opportunity to reply. PROGRESSIVE DISCIPLINE STEPS: Violation of Board adopted rules and regulations may result in: FIRST VIOLATION: Discussion of problem with employee and immediate supervisor. The supervisor will give the employee a written summary of the meeting. The written summary shall be placed in the employee's personnel file. SECOND VIOLATION: Written letter of reprimand to employee from local Superintendent. The letter of reprimand shall be placed in the employee's personnel file. THIRD VIOLATION: Up to three (3) days suspension from work with loss of pay as recommended by Superintendent for willful and persistent violations of reasonable regulations of the Board of Education, for other good and just cause, or for reasons outlined in R.C. 53319.081. FOURTH VIOLATION: Termination of contract by Board pursuant to ORC 3319.081 as recommended by Superintendent for willful and persistent violations of reasonable regulations of the Board of Education, for other good and just cause, or for reasons outlined in R.C. 53319.081.
View SourceView Similar (2)
EMPLOYEE DISCIPLINARY CODE. A. Reasons for suspension and termination. The superintendent or designee may suspend an employee without pay or recommend to the Board of Education termination for any of the following reasons: 1. Gross inefficiency 2. Immorality 3. Willful and persistent violations of reasonable regulations of the Employer 4. Theft 5. Embezzlement of public funds 6. Using or being under the influence of alcoholic beverages 7. Using or being under the influence of illegal or abusive drugs 8. Physical violence 9. Offenses involving gross misconduct 10. Offenses involving gross insubordination
View SourceView Similar (2)
EMPLOYEE DISCIPLINARY CODE. A. In ameeting between a bargaining unitmember and an administrator inwhichthebargaining unit member may receive discipline that will be placed in the bargaining unit member's personnel file, the bargaining unit member and the administrator shall have the right to have a representative of their choosing present. Disciplinary Process: On the 1st occurrence the employee may receive a documented verbal warning. On the 2nd occurrence the employee may receive a written reprimand. On the 3rd occurrence the employee may receive an unpaid suspension from work. On the 4th occurrence the employee may be terminated. The Superintendent may reprimand, suspend, or terminate a bargaining unit member for inefficiency, immorality, for willful and persistent violations of reasonable regulations of the Board of Education, for othergood and just cause, and for incompetency, dishonesty, drunkenness, insubordination and for neglect of duty. Said suspension or termination shall occur only after the bargaining unit member has been afforded due process of the steps listed unless the act is deemed by the Superintendent to be severe enough to warrant immediate suspension or termination. Prior to suspension or termination, the Superintendent will give the reasons for suspension or termination to the unit member in writing and will afford them an opportunity to reply. All discipline is subject to the grievance procedure. Upon request, disciplinary material older than 24 months willhold no weight in new disciplinefor a bargaining unit member. Material on a felony conviction will remain in the file. A bargaining unit member may attach comments to any disciplinary item in his/herfile. B. If a bus driver has their CDL driving privileges disqualified, the following actions will be taken: 1. CDL disqualification of twenty-four (24) hours - a warning letter will be placed in employee’s file and the employee must take a pay deduct for the working day missed. 2. CDL disqualification of sixty (60) days or more - a five (5) day suspension in addition to the workdays missed without pay. 3. CDL disqualification of one-hundred-twenty (120) days - one (1) year suspension without benefits starting with the effective date of the disqualification. 4. CDL disqualification of one (1) year or more - termination of employment and benefits by the Board.
View Source
EMPLOYEE DISCIPLINARY CODE. A. In a meeting between an employee and an administrator for which the employee is to receive a formal letter of reprimand that will be placed in the employee’s personnel file, the employee and the administrator shall have the right to have a representative of their choosing present. The employee may attach a letter of rebuttal to the written reprimand. B. The Superintendent or his designee may suspend an employee for up to three (3) days without pay or recommend to the Board of Education termination for those reasons set forth in O.R.C. §3319.
View Source

Related to EMPLOYEE DISCIPLINARY CODE

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employee Benefits; ERISA (a) Except as set forth on Schedule 4.14 to the DHS Disclosure Letter, there are no employee benefit plans (including any plans for the benefit of directors or former directors), contracts or agreements (including employment agreements and severance agreements, incentive compensation, bonus, stock option, stock appreciation rights and stock purchase plans) of any type (including plans described in Section 3(3) of ERISA), maintained by DHS, any of its Subsidiaries or any trade or business, whether or not incorporated (an "DHS ERISA AFFILIATE"), that together with DHS would be deemed a "controlled group" within the meaning of Section 4001(a)(14) of ERISA, or with respect to which DHS or any of its Subsidiaries has or may have a liability (the "DHS BENEFIT PLANS"). Except as disclosed on Schedule 4.14 to the DHS Disclosure Letter (or as otherwise permitted by this Agreement), (i) neither DHS nor any ERISA Affiliate has any plan or commitment, whether legally binding or not, to create any additional DHS Benefit Plan or modify or change any existing DHS Benefit Plan that would affect any employee or terminated employee of DHS or any ERISA Affiliate, and (ii) since December 31, 1997, there has been no change, amendment, modification to, or adoption of, any DHS Benefit Plan. (b) With respect to each DHS Benefit Plan: (i) if intended to qualify under Section 401(a), 401(k) or 403(a) of the Code, each such plan so qualifies, and its trust is exempt from taxation under Section 501(a) of the Code; (ii) no failures to administer such plan in accordance with its terms and applicable law have occurred that have had or would reasonably be expected to have a Material Adverse Effect on DHS; (iii) no breaches of fiduciary duty have occurred; (iv) no prohibited transaction within the meaning of Section 406 of ERISA has occurred; (v) as of the date of this Agreement, no lien imposed under the Code or ERISA exists; and (vi) all contributions and premiums due (including any extensions for such contributions and premiums) have been made in full or adequate provision has been made therefor in the DHS Financial Statements. (c) None of the DHS Benefit Plans has incurred any "accumulated funding deficiency," as such term is defined in Section 412 of the Code, whether or not waived. (d) Neither DHS nor any ERISA Affiliate has incurred any liability under Title IV of ERISA (including Sections 4063-4064 and 4069 of ERISA) since the effective date of ERISA that has not been satisfied in full. (e) With respect to each DHS Benefit Plan that is a "welfare plan" (as defined in Section 3(l) of ERISA), no such plan provides medical or death benefits with respect to current or former employees of DHS or any of its Subsidiaries beyond their termination of employment, other than as required by law or on an employee-pay-all basis. (f) The consummation of the Merger pursuant to this Agreement will not (i) entitle any individual to severance pay or any tax "gross-up" payments with respect to the imposition of any tax pursuant to Section 4999 of the Code or accelerate the time of payment or vesting, or increase the amount, of compensation or benefits due to any individual with respect to any DHS Benefit Plan, or (ii) constitute or result in a prohibited transaction under Section 4975 of the Code or Section 406 or 407 of ERISA with respect to any DHS Benefit Plan. (g) There is no DHS Benefit Plan that is a "multiemployer plan," as such term is defined in Section 3(37) of ERISA, or which is covered by Section 4063 or 4064 of ERISA.

  • Retirement Incentive To recognize the contribution of those employees who have provided long and dedicated service to the district, the Board shall provide a retirement incentive to teachers who meet the following eligibility requirements: a. the teacher must have completed 15 years of service to District #34 by the date of his or her retirement; b. the teacher must submit a written, irrevocable, notice of intent to retire to the Superintendent by no later than August 1 of the start of the retirement incentive period; and c. the teacher must not have received an increase of greater than 6% in creditable earnings (excluding any grandfathered or exempt earnings) in the three (3) school years immediately preceding the proposed start of the retirement incentive. In up to each of the final four years of his/her employment, the teacher shall receive an incentive of 5% over his/her prior year’s base salary (which in the second, third and fourth year of the incentive includes the prior year’s retirement incentive). In the event that the State of Illinois should raise the maximum allowable percent increase, the Board will honor an increase up to 6% so long as the district does not incur any penalty. Once the teacher begins to receive the retirement incentive, he/she shall not be eligible for earnings from extra duties or summer school, stipends, and/or any other type of compensation that could result in the Board’s obligation to pay any additional contribution or “penalty” to TRS. However, the teacher may submit a request to the Superintendent’s office to continue performing paid extra duties or to earn additional compensation, so long as any such additional compensation would not result in the teacher receiving a greater than 6% increase over his/her prior year’s creditable earnings. The Superintendent’s grant or denial of such request shall be non-precedential and non-grievable. Any payment necessary to ensure the retiring employee receives an incentive of 5% shall be made in a lump sum each year by no later than June 30th. In the event a certified employee who tenders his or her irrevocable letter of resignation experiences a drastic and unanticipated change in personal circumstances, the Board may, at its option, permit the certified employee to revoke his or her irrevocable letter of resignation. In the event the Illinois General Assembly enacts any legislation during the term of this Agreement, which legislation would require the District to pay any additional moneys (or lose any additional revenues) to the State of Illinois and/or the Illinois Teachers’ Retirement System on account of its payment of this retirement incentive, then this retirement incentive shall cease to exist at the end of the current school term. However, prior to the cessation of the benefit, either party may demand to bargain concerning whether some or all of the retirement incentive can be continued without adding any additional costs to the District. Eligibility to submit a request to receive this incentive shall terminate on August 1, 2021, and any such request received prior to August 1, 2021, must be for retirement to occur no later than the end of the 2024-2025 school year.

  • Termination of Employee Plans The Company shall have provided Parent with evidence, reasonably satisfactory to Parent, as to the termination of the benefit plans referred to in Section 5.12.

  • Additional Employee Benefits Sec. 2201