Suspensions and Dismissals Sample Clauses

The 'Suspensions and Dismissals' clause defines the circumstances and procedures under which an individual may be temporarily suspended or permanently dismissed from their role or position. Typically, this clause outlines the grounds for such actions, such as misconduct, breach of contract, or failure to perform duties, and may specify the process for investigation and appeal. Its core practical function is to provide a clear framework for addressing serious issues of conduct or performance, ensuring both organizational integrity and fairness in handling personnel matters.
Suspensions and Dismissals a. Except as provided in NRS 391.314(1) post probationary employees who are suspended or dismissed by the District are entitled to a hearing under the rules and procedures of NRS 391. Upon written notification of the suspension or dismissal, the post probationary employee has ten (10) days to file a written request for a hearing with the Superintendent. Upon receipt of the request for a hearing, the Superintendent will not file his recommendation with the Board of Trustees and a hearing will be scheduled and conducted under the requirements of NRS 391. b. The parties will select the hearing officer from a list provided by the Federal Mediation and Conciliation Services (“FMCS”) pursuant to Article 7.5(c) (2) of this Agreement. The parties shall each pay half of the expenses of the compensation for the hearing officer and the expense of the official transcript. The parties will pay for their own attorneys’ fees and costs of preparation and presentation. c. In implementing the suspension or dismissal procedures of NRS 391 for post probationary employees, the parties agree that the decision of the hearing officer shall be final and binding. The final and binding decision of the hearing officer shall conform with the Nevada Uniform Arbitration Act and is only subject to review/appeal under the Act. d. Probationary employees shall retain all rights under NRS 391 and have no additional rights granted by Article 10.12.
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Suspensions and Dismissals. (See appendices III & IV) (a) The College President has the right to suspend a faculty member without pay for just and reasonable cause, and the College Board has the right to terminate a faculty member for just and reasonable cause. Where deemed necessary, the President may suspend a faculty member with pay for no longer than ten (10) working days while investigating whether such a disciplinary penalty is warranted. (b) ▇▇▇▇▇ to placing a faculty member on unpaid suspension or terminating him or her the President or delegate shall provide the faculty member and the President of the Faculty Association with written reasons for the disciplinary action to be taken. The President and/or delegate has the sole discretion to delay the actual implementation of the unpaid suspension or termination pending the completion of the mediation/arbitration procedure provided for in Article 26.03 herein. (c) As an alternative procedure to Article 28, the Parties agree to incorporate the expedited procedure outlined in Section 112 of the Labour Code as follows: Where a difference arises between the Parties relating to the discipline, suspension or dismissal of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any question as to whether a matter is arbitrable, during the term of the collective agreement, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, or a substitute agreed to by the parties, shall at the request of either party: (i) investigate the difference; (ii) define the issue in the difference; and (iii) make written recommendations to resolve the difference within five (5) days of the date of receipt of this request; and, for those five (5) days from the date, time does not run in respect of the grievance procedure. Any election by the Faculty Association to use this expedited procedure must be made in writing to the College President within ten (10) working days from the date on which the College President provides written reasons under (b) above. (d) Grievances filed under (c) above shall be referred to ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, or his substitute, as mediator/arbitrator, on an expedited basis, unless the Faculty Association and the College mutually agree within three (3) working days of the receipt of the written grievance to first refer it to the Internal Mediation Committee or, alternatively, to process the grievance through the standard arbitration procedure as provided for in Article 28.
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Suspensions and Dismissals. 34:01 No employee shall be suspended from the Commission without just cause. The reasons for and the duration of the suspension shall be in the written notice to the employee. 34:02 Any wages or benefits owing to the employee up to the date of the commencement of his suspension shall be paid to the employee as if there was no suspension in effect. 34:03 An employee suspended or about to be suspended shall have the right to use the Grievance and Arbitration Procedure commencing at Step 3 within fifteen (15) days from the date upon which he/she received written notice as required in 34:01. 34:04 No employee shall be dismissed from the Commission without just cause and the full reasons for the dismissal shall be in writing to the employee included with the dismissal notice. 34:05 An employee dismissed from the Commission with just cause, may not be paid two
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Related to Suspensions and Dismissals

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union ▇▇▇▇▇▇▇ shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the ▇▇▇▇ (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.