Formal Actions Clause Samples

Formal Actions. Formal disciplinary actions include written reprimands, suspensions, reductions in grade or pay, and/or removals. Informal disciplinary actions include oral and written counseling. No employee may be disciplined except for such reasons as will promote the efficiency of the Federal Service in accordance with applicable law. Disciplinary actions must not be arbitrary or capricious. Insofar as possible, and in order to maintain consistency and to assure that like penalties shall be imposed for like offenses, the guide to disiplanary actions contained in Army Regulation (AR) 690-700 Chapter 751, Table 1-1 (Table of Penalties for Various Offenses) and Appendix A will be consultated and used as a general guide for administering discipline.
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Formal Actions. Actions such as (remediation or probation, suspension, termination, etc.) discussed below include, but are not limited to, any of the following examples: a) Failure to satisfy the academic or clinical requirements or standards of the training program expected for the level of training; b) Any inadequacy which adversely bears on the individual's performance, such as attitude, conduct, interpersonal skills, communication skills. c) Violations of professional responsibility, policies and procedures, state or federal law or any other applicable rules and regulations. d) Substantial change in oversight is necessary.
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Formal Actions. 1. Formal actions will result in documentation included in the bargaining unit member‟s official personnel file and are subject to the grievance process. Formal actions may include the following: a. A written warning from the ▇▇▇▇ that is entered into the faculty member‟s personnel file b. Placed on an improvement plan; c. Suspension for up to one academic year with or without pay including suspension from summer school or overloads; d. Termination during the contract of any bargaining unit member. 2. An improvement plan may also be utilized along with a written warning or suspension. 3. Just Cause Standard for Formal Action(s) Formal actions shall be imposed only for just cause. Just cause is a reason related directly and substantially to the professional fitness of the collective bargaining unit member one or more of the following areas: a. Serious professional misconduct as defined in Article 7 (Academic Responsibility) and/ or other serious violations of this Agreement or relevant Board Policies; b. Misrepresentation of qualifications or credentials pertaining to employment at the University; c. Plagiarism or other serious dishonesty related to teaching, scholarship, or professional service; d. Incompetence in performance that is directly related to the bargaining unit member‟s responsibilities to the University; e. Consistent inability or refusal to fulfill responsibilities to the University; f. Personal conduct i. that represents a serious and ongoing threat to the health or safety of any person in the University community, or ii. that manifests severe or continuing harassment or discrimination, or iii. that otherwise substantially impairs the bargaining unit member‟s fulfillment of responsibilities to the University; g. Persistent or malicious conduct that directly obstructs the performance of instructional or scholarly programs of the University;
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Formal Actions a. Any notice of proposed disciplinary or adverse action will advise the employee of his/her applicable rights. b. Letters of Reprimand will be retained in the employee’s eOPF for up to two (2) years from the effective date.
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Related to Formal Actions

  • Civil Actions Except where there has been gross negligence on the part of an employee, the Employer will: (1) exempt and save harmless employees from any liability action arising from the proper performance of their duties for the Employer; and (2) assume all costs, legal fees, and other expenses arising from any such action.

  • Criminal Actions Where an employee is charged with an offence resulting directly from the proper performance of his/her duties and is subsequently found not guilty, the employee shall be reimbursed for reasonable legal fees.

  • Civil Action except where a joint Union-Employer Committee considers that there has been flagrant or wilful negligence on the part of an employee, the Employer agrees not to seek indemnity against an employee whose actions result in a judgement against the Employer. The Employer agrees to pay any judgement against an employee arising out of the performance of his/her duties. The Employer also agrees to pay any legal costs incurred in the proceedings including those of the employee.

  • NOTICE OF FORMAL PROCEEDINGS The Trust, MFS, and the Company agree that each such party shall promptly notify the other parties to this Agreement, in writing, of the institution of any formal proceedings brought against such party or its designees by the NASD, the SEC, or any insurance department or any other regulatory body regarding such party's duties under this Agreement or related to the sale of the Policies, the operation of the Accounts, or the purchase of the Shares.

  • Suits, Actions, Proceedings If an Event of Default shall occur and be continuing, and whether or not the Agent shall have accelerated the maturity of Loans pursuant to any of the foregoing provisions of this Section 9.2, the Agent or any Bank, if owed any amount with respect to the Loans, may proceed to protect and enforce its rights by suit in equity, action at law and/or other appropriate proceeding, whether for the specific performance of any covenant or agreement contained in this Agreement or the other Loan Documents, including as permitted by applicable Law the obtaining of the ex parte appointment of a receiver, and, if such amount shall have become due, by declaration or otherwise, proceed to enforce the payment thereof or any other legal or equitable right of the Agent or such Bank; and