Final Disciplinary Action Clause Samples

Final Disciplinary Action. As a result of the pre-disciplinary hearing, the Public Works Director, or his/her designee, shall issue a determination within thirty (30) working days of the date of the hearing. No warning letter, suspension or discharge will be valid unless given within fifty (50) working days from date of alleged infraction or incident, or knowledge by the Employer of an alleged infraction or incident. The determination shall be in writing and shall state: a. The form of the discipline imposed; b. The effective date and duration of the discipline imposed; and c. The required correction action by the employee, if applicable.
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Final Disciplinary Action. As a result of the pre-disciplinary hearing, the Public Works Director, or designee, will issue a determination within thirty
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Final Disciplinary Action. All disciplinary action, except for termination, shall take place as soon as practicable. Final disciplinary action for termination shall not be taken on such charges until after the expiration of forty- five45 calendar days from the date of the notice from the President imposing such penalty. The faculty member shall have thirty (30) calendar days from the date of the notice from the President in which to file a grievance at Stage 4 of the grievance procedure of the collective bargaining agreement. A mutually agreed to five (5) member neutral arbitration panel will be established to hear all just cause arbitrations. The members of the panel will be selected on a rotating basis. The arbitrator, as selected, shall hear, decide and render his/her decision with respect to the dispute within sixty (60) days from the date of its “submission to arbitration,” except if otherwise actually agreed upon by the parties. This panel shall be reviewed annually with each party able to replace one member each year.
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Final Disciplinary Action. As a result of the pre-disciplinary hearing, the Public Works Director, or his/her designee, shall issue a determination within ten (10) working days of the date of the hearing, unless more investigation is needed as a result of information presented at the pre- disciplinary meeting. If more time is needed prior to reaching a final decision, the Public Works Director or designee will notify the Union and the employee of the need for additional time and the anticipated date when a decision will be issued. The determination shall be in writing and shall state: a. The form of the discipline imposed; b. The effective date and duration of the discipline imposed; c. The required corrective action by the employee, if applicable.
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Final Disciplinary Action. The Department, upon confirmation of a positive chemical test of an employee, may suspend him/her and will attempt to assist the employee by referring him/her to the EAP for further assessment or referral to appropriate counseling or treatment.
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Related to Final Disciplinary Action

  • 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.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty