Recommendation of Disciplinary Action Sample Clauses

Recommendation of Disciplinary Action. Notice The Superintendent shall recommend the disciplinary action to be taken against a permanent classified unit member to the Governing Board. The unit member shall be entitled to a hearing before the Governing Board prior to imposition of disciplinary action. The hearing shall be held within a reasonable period of time, but not less than five (5) work days after the filing of a request for a hearing. The Superintendent shall serve written notice on the unit member, either by personal service or by certified mail. Said notice shall contain a statement of the specific charges against the unit member, including: 12.7.1 A statement in ordinary and concise language of the specific acts and/or omissions upon which the disciplinary action is based; and 12.7.2 A statement of the cause for the recommended disciplinary action. If it is claimed that the unit member has violated a District regulation or order, that regulation or order must be set forth. 12.7.3 A statement of the disciplinary action which is being recommended. 12.7.4 A statement of the unit member's right to a hearing on the charges and to be represented at such hearing by a representative of his/her choice. 12.7.5 The right to have such hearing conducted in open or closed session. 12.7.6 A statement of the time within which the unit member may request a hearing which shall not be more than five
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Recommendation of Disciplinary Action. NOTICE 23.7.1 A statement in ordinary and concise language of the specific acts and/or omissions upon which the disciplinary action is based; and 23.7.2 A statement of the cause for the recommended disciplinary action. If it is claimed that the unit member has violated a District regulation or order, that regulation or order must be set forth.
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Recommendation of Disciplinary Action. Notice The Superintendent shall recommend disciplinary action to be taken against a permanent classified employee to the Board of Trustees. For action other than provided in 15.11 below, the employee shall be entitled to a hearing before the Board of Trustees prior to imposition of disciplinary action by the Board. The hearing shall be held within a reasonable period of time, but not less than five (5) workdays after the filing of a request for a hearing. The Superintendent shall serve written notice on the employee, either by personal service or by certified mail. Said notice shall contain the following: 15.6.1 A statement of the specific charges against the employee including: a. A statement in ordinary and concise language of the specific acts and/or omissions upon which the disciplinary action is based; and b. A statement of the cause for the recommended disciplinary action. If it is claimed that the employee has violated a District regulation or order, that regulation or order must be set forth. 15.6.2 A statement of the disciplinary action which is being recommended. 15.6.3 A statement of the employee’s right to a hearing on the charges and to be represented at such hearing by a representative of his/her choice. 15.6.4 The right to have such hearing conducted in open or closed session; 15.6.5 A statement of the time within which the employee may request a hearing which shall not be more than five (5) workdays after service of the notice to the employee. This notice shall be effective upon personal service or deposit with the United States Postal Service. The notice shall be accompanied by a form which, when returned by the employee, shall constitute a demand for a hearing and denial of all charges. Failure to request a hearing in writing within the specified time shall be deemed to be a waiver of the right to hearing.
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Recommendation of Disciplinary Action. The District is not required to follow progressive discipline in the event the District believes the employee’s actions do not warrant progressive discipline. In such exceptions, the District has the burden to establish that the recognized process of progressive discipline need not be applied. All warning notices shall be reduced to writing and hand delivered to the affected employee. Such notices may be sent by certified mail to the employee’s last known address if no other reasonable means of serving is available.
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Recommendation of Disciplinary Action. Notice 12.8.1 A statement of the specific charges against the unit member including: a. A statement in ordinary and concise language of the specific acts and/or omissions upon which the disciplinary action is based; and b. A statement of the cause for the recommended disciplinary action. If it is claimed that the unit member has violated a District regulation or order, that regulation or order must be set forth. 12.8.2 A statement of the disciplinary action which is being recommended. 12.8.3 A statement of the unit member's right to a hearing on the charges and to be represented at such hearing by a representative of his/her choice; 12.8.4 The right to have such hearing conducted in open or closed session; 12.8.5 A statement of the time within which the unit member may request a hearing which shall not be more than five (5) work days after service of the notice to the unit member. This notice shall be effective upon personal service or deposit with the United States Postal Service. The notice shall be accompanied by a form which, when returned to the unit member, shall constitute a demand for a hearing and a denial of all charges. Failure to request a hearing in writing within the specified time shall be deemed to be a wavier of the right to hearing.
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Related to Recommendation 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.

  • 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.

  • 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 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.