Procedures for Discipline Sample Clauses

The Procedures for Discipline clause outlines the formal steps an organization or employer must follow when addressing employee misconduct or performance issues. Typically, this clause details the sequence of actions such as verbal warnings, written warnings, suspension, and possible termination, often including timelines and documentation requirements. By establishing a clear and consistent process, this clause ensures fairness, transparency, and legal compliance in disciplinary actions, reducing the risk of disputes or claims of unfair treatment.
Procedures for Discipline. 18.2.1 Disciplinary action will be initiated only after completion of a fair and thorough investigation. Discipline cannot be imposed based solely on anonymous information. 18.2.2 In conducting an investigation, the ▇▇▇▇ will: 18.2.2.1 Within five (5) working days of commencing the investigation, advise the Member in writing of the nature of the allegation and the scope of the investigation, provide a complete copy of the complaint to the Member, and invite the Member to respond to the allegation by meeting or by submitting materials, or both, as the Member sees fit; 18.2.2.2 Give due consideration, without prejudice, to any evidence from the Member which may expedite or simplify the investigation, or render it unnecessary; and 18.2.2.3 Conclude the investigation within thirty (30) working days. By mutual agreement of the University and the Association, this deadline may be extended. Such a request will not be unreasonably denied. 18.2.3 Notwithstanding Article 18.2.2.1, the ▇▇▇▇ may withhold information, or delay notification, if there are reasonable grounds to believe that disclosure will produce a risk of significant harm to another person or that it will hinder significantly the investigation. If there is any withholding or delay in notification on either of these grounds, when the Member is first notified, the notice will include information of the withholding or delay and an explanation of the basis for it. No withholding of information or delay in notification can extend beyond the notification of the tentative results of the investigation, at which point all withheld information must be, or have been, disclosed. 18.2.4 The ▇▇▇▇▇▇▇ or the ▇▇▇▇ will notify the Member in writing of the tentative findings of the investigation, with a summary of the investigation, including specific details to support the findings, within five (5) working days of the conclusion of the investigation. 18.2.5 Notification under Article 18.2.4 will provide the Member ten (10) working days to respond in writing to the findings of the investigation prior to the confirmation of a decision regarding discipline, unless the Member is advised that no discipline will be imposed. The Member may also be invited to attend a meeting to discuss the tentative results of the investigation, to respond to any additional information and allegations arising from the investigation, and to attempt to resolve the matter in a manner satisfactory to all concerned. 18.2.6 If a decision is made to i...
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Procedures for Discipline. An officer may be disciplined for just cause. An officer who has been disciplined or discharged may file a signed, written grievance challenging the action taken with the Chief of Police or his designee. Said grievance shall be filed within thirty (30) calendar days exclusive of the date the disciplinary action is taken. Such grievance shall be treated as a Step 2 grievance as is set forth in the grievance procedure contained in this Agreement and shall be reviewed in accordance with the procedures set forth herein. If the decision resulting from the grievance procedure is unacceptable, the PBA may utilize the arbitration procedure as provided for in this Agreement. Except as otherwise provided above, the grievance and arbitration procedure time limits as outlined in ARTICE 4 of the Agreement shall be complied with. The foregoing sets forth the sole and exclusive discipline and discharge procedures covering all bargaining unit employees.
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Procedures for Discipline. 1) Where the Chief has a reasonable, well-founded belief that a member is guilty of misconduct or incompetence, the Chief may initiate disciplinary action. If disciplinary action is taken, it shall be commenced by serving upon the member and Union president a notice of discipline. 2) If a member desires that the matter be resolved through the disciplinary procedure contained herein (an arbitration hearing), the member, or the Union on behalf of the member, shall serve upon the Chief notice that he/she desires an arbitration hearing. Said notice shall be served within ten (10) days of receipt of the notice of discipline. If the member, and the Union on behalf of the member, fail to provide the Chief with said notice within ten (10) days, the charges shall be deemed sustained. 3) If the member chooses an arbitration hearing and if the penalty being sought is discharge, the member will be suspended with pay and benefits, as provided in the subsection below entitled “Salary Protection During the Disciplinary Process”.
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Procedures for Discipline. The charges shall be served upon the unit member in writing by certified mail or by personal delivery, together with a statement of the proposed discipline.
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Procedures for Discipline. 18.2.1 Disciplinary action will be initiated only after completion of a fair and thorough investigation. Discipline cannot be imposed based solely on anonymous information.
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Procedures for Discipline. 13.1.1 No unit member shall be reprimanded, reduced in compensation, suspended, or otherwise disciplined without reasonable and just cause. 13.1.2 Nothing in this Article shall limit the District's right to institute dismissal and immediate suspension and mandatory leave of absence proceedings as set forth in the California Education Code, nor shall discipline under this Article be regarded as a precondition to proceedings under the California Education Code. 13.1.3 Matters which arise and may subject a unit member to disciplinary action shall be brought to the attention of the unit member within a reasonable period of time following the date when the immediate supervisor became aware of such matters, or prior to the completion of the District’s investigation of acts which lead to disciplinary action. Complaints not reported to the unit member under this section shall not be utilized in any evaluation or subsequent disciplinary action. 13.1.4 Normally, the District shall follow a "progressive discipline" procedure which utilizes the following steps: 13.1.4.1 Verbal Warning(s) 13.1.4.2 Written Warning(s) 13.1.4.3 Written Reprimand(s) 13.1.4.4 In the administration of this procedure, the parties agree that some actions of unit members may be so severe as to not require stringent adherence to the steps outlined above. In order to progress from one step to the next, there must have been a reoccurrence of like or related action that brought about utilization of the previous step or steps. 13.1.5 In the administration of the overall discipline program of the District, it will be clearly noted on any written discipline document if the discipline represents a: 13.1.5.1 Written Warning, or 13.1.5.2 Written Reprimand
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Procedures for Discipline. MAJOR NATURE Unsatisfactory performance of a major nature or emergency situations involving the health and welfare of students or employees shall bypass the progressive discipline procedures.
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Procedures for Discipline a. Any proposed disciplinary action for alleged conduct violations will be noticed and the fact-finding conducted under the provisions of NRS 289. b. The notice of disciplinary action will include all of the following elements: (1) Identification of the rule, procedure, or directive violated by the officer. (2) The corrective action necessary to assure future compliance. (3) Potential disciplinary action if corrective action is not exhibited in the specified time period by the officer; and (4) A specified and reasonable time period to attain compliance. (5) Copies for the officer, AAPOPA (unless such representation has been expressly waived, in writing, by the officer), the supervisor, and the Human Resources department for inclusion into the officer’s official personnel file. c. If the officer’s conduct has not improved satisfactorily in the specified time period and future disciplinary action is deemed necessary, the officer will be notified in writing with a copy to the AAPOPA unless AAPOPA representation is expressly waived, in writing, by the officer. Progressive discipline will be applied to such a situation. The same elements as described in Article 14. B.
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Procedures for Discipline 
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Related to Procedures for Discipline

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Procedures for LNP Request The Parties shall provide for the requesting of End Office LNP capability on a reciprocal basis through a written request. The Parties acknowledge that Verizon has deployed LNP throughout its network in compliance with FCC 96-286 and other applicable FCC Regulations. 15.4.1 If Party B desires to have LNP capability deployed in an End Office of Party A, which is not currently capable, Party B shall issue a LNP request to Party A. Party A will respond to the Party B, within ten (10) days of receipt of the request, with a date for which LNP will be available in the requested End Office. Party A shall proceed to provide for LNP in compliance with the procedures and timelines set forth in FCC ▇▇-▇▇▇, ▇▇▇▇▇▇▇▇▇ 80, and FCC 97-74, Paragraphs 65 through 67. 15.4.2 The Parties acknowledge that each can determine the LNP-capable End Offices of the other through the Local Exchange Routing Guide (LERG). In addition, the Parties shall make information available upon request showing their respective LNP-capable End Offices, as set forth in this Section 15.4.

  • NONPAYMENT AND PROCEDURES FOR DISCONNECTION 12.1 If a Party is furnished Interconnection Services under the terms of this Agreement in more than one (1) state, Section 12.2 below through Section 12.19 below, inclusive, shall be applied separately for each such state. 12.2 Failure to pay charges shall be grounds for disconnection of Interconnection Services furnished under this Agreement. If a Party fails to pay any charges billed to it under this Agreement, including but not limited to any Late Payment Charges or Unpaid Charges, and any portion of such Unpaid Charges remain unpaid after the Bill Due Date, the Billing Party will send a Discontinuance Notice to such Non-Paying Party. The Non-Paying Party must remit all Unpaid Charges to the Billing Party within fifteen (15) calendar days of the Discontinuance Notice. 12.3 AT&T-21STATE will also provide any written notification to any Commission as required by any State Order or Rule. 12.4 If the Non-Paying Party desires to dispute any portion of the Unpaid Charges, the Non-Paying Party must complete all of the following actions not later than fifteen (15) calendar days following receipt of the Billing Party’s notice of Unpaid Charges: 12.4.1 notify the Billing Party in writing which portion(s) of the Unpaid Charges it disputes, including the total Disputed Amounts and the specific details listed in Section 13.4 below of this Agreement, together with the reasons for its dispute; and 12.4.2 pay all undisputed Unpaid Charges to the Billing Party; and 12.4.3 pay all Disputed Amounts (other than Disputed Amounts arising from Intercarrier Compensation) into an interest bearing escrow account that complies with the requirements set forth in Section 11.10 above; and 12.4.4 furnish written evidence to the Billing Party that the Non-Paying Party has established an interest bearing escrow account that complies with all of the terms set forth in Section 11.10 above and deposited a sum equal to the Disputed Amounts into that account (other than Disputed Amounts arising from Intercarrier Compensation). Until evidence that the full amount of the Disputed Charges (other than Disputed Amounts arising from Intercarrier Compensation) has been deposited into an escrow account that complies with Section