BASIS FOR DISCIPLINARY ACTION Sample Clauses

BASIS FOR DISCIPLINARY ACTION. Disciplinary action, up to and including termination of employment may be taken against any employee for unsatisfactory performance or for misconduct including, but are not limited to, the following:
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BASIS FOR DISCIPLINARY ACTION. The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee's prior performance record. Disciplinary action shall be based upon any of the following grounds:
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BASIS FOR DISCIPLINARY ACTION. An Employer may discipline an Employee for performance, which continues to be unsatisfactory after the Employee has been given a reasonable opportunity to correct it as provided in this Article.
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BASIS FOR DISCIPLINARY ACTION. The tenure and status of every unit employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet such reasonable standards shall be considered just cause for appropriate disciplinary action. Disciplinary action shall be for just cause and may be based upon any of the following grounds as reasonably determined: failure to fully perform required duties, insubordination, violation of the employer’s written policies or rules, unexcused absences, misuse or abuse of employer property or equipment, substandard job performance, or commission of a felony or other crime involving moral turpitude.
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BASIS FOR DISCIPLINARY ACTION. Discipline shall be taken only for just cause and shall follow the principles of progressive discipline.
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BASIS FOR DISCIPLINARY ACTION. The tenure and status of every unit employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action. Disciplinary action may, in addition to the causes set forth in the Personnel Manual, be based upon any of the following grounds: failure to fully perform required duties, abuse of employer policies or rules, unexcused absences, misuse or abuse of District property or equipment, and commission of other acts which are incompatible with service to the public.
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BASIS FOR DISCIPLINARY ACTION. The tenure and status of every unit employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action. Disciplinary action shall be for just cause and may, in addition to the cause set forth in the personnel code, be based upon any of the following grounds: failure to fully perform required duties, disability, insubordination, abuse of employer policies or rules, unexcused absences, misuse or abuse of County property or equipment, substandard job performance, commission of a felony or other crime involving moral turpitude, and commission of other acts which are incompatible with service to the public.
Sample 1
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BASIS FOR DISCIPLINARY ACTION. ‌ Management is responsible for investigating and evaluating allegations of employee misconduct or work deficiency. Any decision to take disciplinary action shall be based on a complete review of all available, relevant facts.
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BASIS FOR DISCIPLINARY ACTION. ‌ The tenure and status of every Association employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet these standards will be grounds for appropriate disciplinary action. Disciplinary action is for just cause and may, in addition to the causes set forth in the Personnel ordinances and policies, rules or regulations, be based upon any of the following grounds: Failure to fully perform required duties, insubordination, failure to comply with or abuse of County and DCSO policies or rules, unexcused absences, misuse or abuse of County property or equipment, substandard job performance, commission of a misdemeanor, gross misdemeanor, or felony, and the commission of other acts which are incompatible with service to the public.
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Related to BASIS FOR DISCIPLINARY ACTION

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • 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.

  • 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.

  • Types of Disciplinary Action It is the intent of the District to establish disciplinary procedures which are commensurate with the reasons or causes for disciplinary action. The principle of progressive discipline should be applied when repeated action is necessary. The following types of disciplinary action are listed in order of their increasing severity.

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