Imposition of Disciplinary Action Sample Clauses

The Imposition of Disciplinary Action clause defines the employer's authority and procedures for addressing employee misconduct or violations of company policy. Typically, this clause outlines the types of disciplinary measures that may be taken, such as verbal warnings, written warnings, suspension, or termination, and may specify the steps or escalation process involved. Its core practical function is to establish a clear and consistent framework for managing employee behavior, thereby ensuring fairness and transparency while protecting the organization from arbitrary or discriminatory actions.
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Imposition of Disciplinary Action. Following this meeting, the appropriate administrator will determine the level of discipline imposed, if any, and then inform the faculty member and the AHE President of this decision. If disciplinary action is taken, the appropriate administrator will document the date of the meeting and the level of discipline applied. The documentation will be signed by the faculty member and the appropriate administrator then placed in the personnel file.
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Imposition of Disciplinary Action. Once the supervising administrator and/or appropriate vice president has considered the information provided by the faculty member in Section 4 and determines disciplinary action to be appropriate, the faculty member will be provided a “Letter of Disciplinary Action,” with a copy to the LCCFAHE.
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Imposition of Disciplinary Action. Once the supervising administrator has considered the information provided by the faculty member in Section 6, if they still determine disciplinary action is warranted, the faculty member will be provided a “Letter of Disciplinary Action.” This letter shall be placed in the faculty’s personnel file and the faculty has the right to attach a response letter.
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Imposition of Disciplinary Action. Once the supervising administrator and/or appropriate vice president has considered the information provided by the faculty member in Section
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Imposition of Disciplinary Action. Such disciplinary actions may be imposed upon an employee only as follows: (a) The Department Head shall give written notice to the employee, the City Manager and Director of Human Resources of the cause or causes for such action, together with a narrative written statement of the facts relied upon to establish the basis for the action as proposed. Any documents relied upon by the Department Head in establishing cause shall be provided to the employee with the written notice. (b) Prior to the imposition of discipline, the City Manager shall, if the employee so requests within the time frame specified in the notice, conduct an informal meeting to allow the Department Head and the employee, or their respective representatives, to present any competent and relevant evidence tending to prove or disprove the facts upon which the action is based, and shall give at least ten (10) days written notice of such hearing to the employee. The City Manager may be accompanied or otherwise assisted in disciplinary matters by staff and/or legal counsel. Based on his review of the evidence following the hearing, the City Manager may affirm, modify or rescind the disciplinary action. The City Manager shall give the employee, Department Head, and Human Resources Director written notice of his decision, which shall be final and conclusive in the absence of a timely appeal.
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Imposition of Disciplinary Action. In the event the City imposes disciplinary action (as identified in Article 20.1) on an involved member, the disciplinary action shall be imposed using the Corrective Action Guide in Appendix A. The involved member will be provided a written copy of the imposed disciplinary action with copy to the Association. The disciplinary action will include the policies violated, an explanation of the facts and circumstances supporting the disciplinary action, and the level of disciplinary action imposed. 61.2.4.1 When the investigation results in a determination of a sustained complaint and disciplinary action is imposed, only the findings and the disciplinary order may be placed in the member’s Personnel and “201” files. All other investigatory materials will be maintained separately in accordance with state law. 61.2.4.2 No dismissal, demotion or other punitive measure shall be taken against a member unless the member is notified of the action and the reason(s) therefor prior to the effective date of such action. 61.2.4.3 The twenty (20) calendar day time limit for filing a grievance will commence under Articles 22.2 and 20.1.1.2 of this Agreement on the day after the member acknowledges receipt of the City’s final discipline letter by the member’s dated signature upon such letter.
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Imposition of Disciplinary Action. The Eligible Employee shall be notified, in writing, of the disposition of any investigation, including a disposition of each allegation, and the action to be administered, if applicable. If the Eligible Employee has not been informed regarding the disposition of any investigation within thirty (30) days of a pre-determination hearing or sixty (60) calendar days after the investigative interview with the employee accused of misconduct, the Eligible Employee may request a status report from the SLCFD’s HR Business Partner of the investigation and any disposition of charges. Within seven (7) calendar days after receiving the request, the City shall inform the Eligible Employee of the status of the investigation and the likely time required to resolve the charges. Any discipline administered by the City shall be appropriate for the offense and shall take into account the Eligible Employee’s employment history including any rescinded discipline. The City shall apply its rules, orders and penalties even-handedly and without discrimination. Upon imposition of a formal disciplinary action, the employee may file a grievance contesting the formal disciplinary actions consistent with Article 17, Grievance. The City will make best efforts to follow procedural process under this Article.
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Imposition of Disciplinary Action. 27.4.1 Upon completion of investigation, the City will not unreasonably delay the imposition of discipline where just cause for discipline exists. 27.4.2 The employee will be provided a written copy of the imposed disciplinary action with a copy to the Union. The disciplinary action will include the policies violated, an explanation of the facts and circumstances supporting the disciplinary action, and the level of disciplinary action imposed. 27.4.3 When the investigation results in disciplinary action being imposed, only formal disciplinary letter(s) may be placed in the employee’s official City personnel file. All other investigatory materials will be maintained separately in accordance with state law. 27.4.4 In instances where a civil suit is filed against the City involving improper conduct of an employee, imposition of discipline can be frozen until the civil case is decided. 27.4.5 If the City has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. If the City has reason to discuss any disciplinary action or the possibility of any disciplinary action, the employee shall be given the option of having a Union representative present at any such discussion. Written disciplinary actions shall not be posted; however, this does not preclude management from notifying other management and employees when restrictions are applied to an employee as a result of discipline. One-on-one evaluations by supervisors do not require the presence of a Union representative.
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Imposition of Disciplinary Action. All forms of disciplinary action shall be commenced by means of a written "notice of intended disciplinary action" prepared by the department head and then served upon the affected employee. The affected employee shall have a right to respond to the notice pursuant to section 5 of this Article. However, any intended discipline or other City action consisting of written reprimands or other forms of disciplinary action, such as transfer or reassignment (when the same is done for disciplinary or punitive purposes) whereby the potential impact (when the same is done for disciplinary or punitive purposes) and whereby the potential economic impact (without regard to real or possible losses of overtime compensation) upon the affected employee is in an amount less than the employee's scheduled daily compensation, shall not give rise to any form of post‐department head administrative or judicial appeal and the determination of the department head shall be final and conclusive.
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Related to Imposition of Disciplinary Action

  • 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.

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

  • 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.

  • 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.