Response to Discipline Clause Samples

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Response to Discipline. A bargaining unit member may respond in writing to any warning, or notice of disciplinary action. The bargaining unit member's response shall be attached to the warning, or notice of disciplinary action. Warnings are not grievable except as alleged violations of Article 20,
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Response to Discipline. Any bargaining unit member who wishes to take exception to a written disciplinary action must respond in writing and shall present a copy of the letter to his/her appropriate administrator. Such response shall be placed in the bargaining unit member's personnel file, together with a copy of the written disciplinary action issued by the administration and/or Board. A bargaining unit member who files an exception shall not be precluded from also seeking relief through the grievance procedure or other remedy.
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Response to Discipline. Any bargaining unit member who wishes to take exception to a written disciplinary action must respond in writing within twenty (20) calendar days and shall present a copy of the letter to his/her appropriate administrator. The response shall only address the merits of the written discipline. Such response shall be placed in the bargaining unit member’s personnel file, together with a copy of the written disciplinary action issued by the administration and/or Board. A bargaining unit member who files an exception shall not be precluded from also seeking relief through the grievance procedure or other remedy.
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Response to Discipline. Any employee who wishes to take exception to a written disciplinary action may respond in writing and shall present a copy of the letter to his/her appropriate administrator. Such response shall be placed in the employee’s personnel file, together with a copy of the written disciplinary action issued by the administration and/or Board.
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Response to Discipline. Any employee who wishes to respond to a written disciplinary action must do so in writing to the supervisor who issued the discipline within five (5) work days. Such response shall be attached to the file copy of the disciplinary material in question and does not preclude the filing of a grievance.
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Response to Discipline. An employee may respond in writing to any written warning, suspension or demotion. The employee’s response shall be attached to the warning or notice of disciplinary action and placed in the employee’s personnel file.
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Response to Discipline. Any bargaining unit member who wishes to take exception to written disciplinary action must respond in writing within five (5) work days of his/her knowledge of the written disciplinary action, or within five (5) work days after the finalization of any grievance process dealing with the written disciplinary action. The bargaining unit member shall have up to thirty
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Response to Discipline. Any bargaining unit member who wishes to take exception to a written disciplinary action must respond in writing and shall present a copy of the letter to his/her appropriate administrator. Such response shall be placed in the bargaining unit members' personnel file, together with a copy of the written disciplinary action issued by the Director of the Department and/or Board. A bargaining unit member shall be entitled to have present a representative of the Union during any meeting which will or may lead to disciplinary action by the Employer. Should disciplinary action be likely to occur at a given meeting, the bargaining unit member shall be advised immediately of said possibility and shall be advised by the Employer of the employee's right to representation.
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Related to Response to Discipline

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,

  • Response to Demand Letter Within 10 days after the receipt of the Demand Letter, AstraZeneca shall either: (a) cure the breach to OIG’s satisfaction and pay the applicable Stipulated Penalties; or (b) request a hearing before an HHS administrative law judge (ALJ) to dispute OIG’s determination of noncompliance, pursuant to the agreed upon provisions set forth below in Section X.E. In the event AstraZeneca elects to request an ALJ hearing, the Stipulated Penalties shall continue to accrue until AstraZeneca cures, to OIG’s satisfaction, the alleged breach in dispute. Failure to respond to the Demand Letter in one of these two manners within the allowed time period shall be considered a material breach of this CIA and shall be grounds for exclusion under Section X.D. Corporate Integrity Agreement AstraZeneca

  • of the Discipline The Local Church acknowledges that the Annual Conference has no control over the voting approval of the voting delegates and the voting approval is subject to the will and voting of the body. Should either of the above conditions not occur, this Disaffiliation Agreement shall immediately become null and void.

  • PLEASE READ THIS NEXT SECTION CAREFULLY Although there will be circumstances when it is appropriate to seek parental consent, children’s data protection and privacy rights are their own. The law considers that children of average maturity will, from the age of around 12, have sufficient awareness of their own privacy to make certain choices relating to their personal data themselves. Parents’ views remain important, but sometimes the law will require us to give more weight to the decision the child makes about his or her own privacy. For most purposes, it will not in fact be necessary or practical for us to obtain consent from you (or your child) for the use we make of your (or your child’s) personal data. The law recognises this but also requires that, as far as possible, we set out clearly what these uses will be. Please also see our 'Privacy Notice' which is available on the School's website.

  • Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer.