Possible Disciplinary Outcomes Sample Clauses

The "Possible Disciplinary Outcomes" clause defines the range of actions an organization may take in response to employee misconduct or policy violations. It typically outlines specific consequences such as verbal or written warnings, suspension, demotion, or termination, and may also include remedial measures like mandatory training. By clearly listing potential outcomes, this clause ensures transparency and sets expectations for both employees and management, helping to maintain fairness and consistency in the disciplinary process.
Possible Disciplinary Outcomes. The following sanctions can occur as consequences for violating the Community Standards of The Contract (alone or in combination). All sanctions will be documented through an outcome letter that is sent to the student following their student conduct meeting with Campus Living management.
Possible Disciplinary Outcomes. If the resident receives a warning for a lower level incident, confidentiality will remain intact between the resident and Campus Living. › If the violation is a higher-level incident, there are repeated violations, or the behaviour poses a health or safety risk to themselves or their community, the incident(s) and related communications may be disclosed to the custodian. This disclosure may include a phone call, email, and/or a copy of the outcome letter(s). › If the incident outcome is residence probation or eviction, the resident will be required to contact the Custodian in the presence of Campus Living Management or have management contact the custodian on their behalf.
Possible Disciplinary Outcomes. If the resident receives a verbal or written warning for a minor incident, confidentiality will remain intact between the student and Campus Living, providing the student an opportunity to correct their behaviour. • If the Violation is more severe, there are repeated Violations, or the behaviour poses a health or safety risk to themselves or their community, the incident(s) may be communicated with the Custodian. This communication may include a phone call, email, and/or a copy of the Discipline Letter. If the communication is a result of multiple incidents—all incidents up-to-date may be shared with the Custodian at the discretion of Campus Living Management. • If the Violation leads to residence Probation, a copy of the Discipline Letter will be shared with the Custodian. The student will be given the opportunity to make a phone call from the Campus Living office with the Campus Living Director or Manager to inform the Custodian of the incident and the forthcoming letter. • Should the Violation(s) lead to an eviction and termination of The Contract, the student will be given the opportunity to contact their custodian immediately following the discussion. This phone call will take place from the Campus Living office with the Campus Living Director or Manager. If the student does not wish to contact their custodian, the Campus Living staff member will make the phone call.
Possible Disciplinary Outcomes. If the resident receives a warning for a lower level incident, confidentiality will remain intact between the resident and Campus Living. • If the violation is a higher-level incident, there are repeated violations, or the behaviour poses a health or safety risk to themselves or their community, the incident(s) and related communications may be disclosed to the custodian. This disclosure may include a phone call, email, and/or a copy of the outcome letter(s). • If the incident outcome is residence probation or eviction, the resident will be required to contact the Custodian in the presence of Campus Living Management or have management contact the custodian on their behalf. All dorm room types (Does not apply to Family Housing) $95.00 (Due Sept 3, 2019) Residence fees amounts for Fall-, Winter-, and Spring-only residents are each the same as the "Fall Payment" amounts for Academic Year. Single-term residence fees have the following payment deadlines: Single or Double Dorm Academic Year & 1st Year Guarantee Fall Payment Due Sept 3, 2019 Due Jan 6, 2020 Residence Fees with Meal Plan 1 $4,455.00 $4,455.00 $8,910.00 with Meal Plan 2 $4,830.00 $4,830.00 $9,660.00 with Meal Plan 3 $5,455.00 $5,455.00 $10,910.00 with Taxable Meal Card $4,330.00 $4,330.00 $8,660.00 Fall Payment Due Winter Payment Fall and Winter Sept 3, 2019 Due Jan. 6, 2020 Residence Fees $2,365.00 $2,365.00 1BR (Affordable) $745.25 $3,008.00 $9,024.00 2BR (Affordable) $943.00 $3,799.00 $11,397.00 Meal Plan 3 Students who rarely leave $2875.00 $2825.00 Thoroughly clean all surfaces of the room (including walls, Total Full Year Fees (3 terms) 3BR (Affordable) $1,201.75 $4,834.00 $14,502.00 Approx. 15 meals per week 2BR (Market Rate) $1,192.25 $4,796.00 $14,388.00 3BR (Market Rate) $1,289.50 $5,185.00 $15,555.00 Taxable Meal Option

Related to Possible Disciplinary Outcomes

  • 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.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Corrective Measures If the Participating Generator fails to meet or maintain the requirements set forth in this Agreement and/or the CAISO Tariff, the CAISO shall be permitted to take any of the measures, contained or referenced in the CAISO Tariff, which the CAISO deems to be necessary to correct the situation.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.