Possible Disciplinary Actions Clause Samples

The "Possible Disciplinary Actions" clause defines the range of consequences that may be imposed on an individual or entity for violating rules, policies, or contractual obligations. This clause typically outlines specific actions such as verbal or written warnings, suspension, demotion, or termination, and may also include remedial measures or mandatory training. By clearly listing potential disciplinary measures, the clause ensures that all parties are aware of the repercussions of misconduct, promoting transparency and helping to deter undesirable behavior.
Possible Disciplinary Actions. Written conference report.
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Possible Disciplinary Actions. Employees of the Company who violate this policy shall also be subject to disciplinary action by the Company, which my include ineligibility for future participation in the Company's equity incentive plan or immediate termination of employment.
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Possible Disciplinary Actions. Employees of the Company who violate this Policy shall also be subject to disciplinary action by the Company, which may include ineligibility for future participation in the Company's equity incentive plans or termination of employment. Recommended Guidelines ---------------------- 1. Recommended Trading Window. ------------------------------ The period beginning one month before the end of each quarter and ending two Trading Days following the date of public disclosure of the financial results for that quarter, is a particularly sensitive period of time for transactions in the Company's stock from the perspective of compliance with applicable securities laws. This sensitivity is due to the fact that officers, directors and certain other employees will, during that period, generally possess Material Nonpublic Information about the expected financial results for the quarter. Accordingly, to ensure compliance with this Policy and applicable federal and state securities laws, the Company strongly recommends that all directors, officers and employees having access to the Company's internal financial statements or other Material Nonpublic Information refrain from conducting transactions involving the purchase or sale of the Company's securities other than during the period (the "trading window") commencing at the close of business on the second Trading Day following the date of public disclosure of the financial results for a particular fiscal quarter or year and continuing until one month prior to the end of the next fiscal quarter. The safest period for trading in the Company's securities, assuming the absence of Material Nonpublic Information, is probably only the first ten days of the trading window. From time to time, the Company may also recommend that directors, officers, selected employees and others suspend trading because of developments known to the Company and not yet disclosed to the public. In such event, such persons are advised not to engage in any transaction involving the purchase or sale of the Company's securities during such period and should not disclose to others the fact of such suspension of trading. The purpose behind the suggested self-imposed "trading window" period is to help establish a diligent effort to avoid any improper transaction. An Insider may choose not to follow this suggestion, but he or she should be particularly careful with respect to trading outside the trading window, since the Insider may, at such time, have access...
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Possible Disciplinary Actions. The specific consequences depend on the severity of the offense and the circumstances. ▇▇▇▇ • Teacher detention • School detention • Removal of privileges • Conference with parents and/or teachers • Internal suspension (maintains credit) • Suspension from a particular class • Disciplinary probation (student placed on Conditional Contract: last opportunity before expulsion is recommended) • Short term/long term external suspension (student placed on Conditional Contract: last oppor- tunity before expulsion is recommended) • Expulsion Expulsion of a student is an action taken by the Head of School in conjunction with the other admin- istrators after a careful study of all pertinent facts has indicated that a student’s continuation at ▇▇▇▇ ▇▇▇▇▇▇▇ High School would not be in the best interest of the student and/or the school. Both the student and the parent are entitled to a hearing before the Head of School prior to final action. Ex- pulsion can be considered any time after a student is suspended. • Second offense of drinking of alcoholic beverages or evidence thereof in the building, on campus, on school buses, at or prior to school functions. • Habitual truancy. • Second offense use of, evidence of use of, or possession of marijuana, other controlled substances, or any drug paraphernalia in the school building, on campus, in school buses or at school functions. • Selling marijuana or other controlled substances regardless of where this activity takes place. • Possession of dangerous weapons. • Multiple suspensions within the same school year. • Stealing or possession of stolen property. • Threatening statements towards any member of the school community or bullying. • Seriously disrespectful behavior towards any faculty or staff member. • Membership in organizations opposed to the philosophy and mission of ▇▇▇▇ ▇▇▇▇▇▇▇ High School. • Vandalism • Actions that serve to damage the reputation of the school. • Violations of the acceptable use policy for computers and telecommunications. • Any offense or series of offenses considered by the Head of School and the other admin- istrators to be serious enough to warrant such action.
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Possible Disciplinary Actions. In the event that discipline is necessary, the following types of disciplinary actions may be utilized: . A. Oral Warning B. Written Reprimand.
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Related to Possible Disciplinary Actions

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • 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.

  • 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.