Common use of Administrative Guidelines Clause in Contracts

Administrative Guidelines. A. Rule infractions are generally divided into three categories. These are (1) work performance, (2) conduct, and (3) attendance. The maximum number of verbal reminders that may be active at one time is three (3), and these must be indifferent categories. Should another performance problem occur in a category where there is already an active verbal reminder, the discipline step must escalate to a higher level of seriousness; usually a written reminder. The maximum number of written reminders that may be active at one time is two (2), and these must be in different categories. Should another performance problem occur in a category where there is already an active written reminder, the discipline step must escalate to a DML. The above language refers to escalation to the appropriate disciplinary step once a decision to formally discipline has been made. In lieu of taking formal disciplinary action the PSD or designee may opt to coach/counsel an employee, taking into consideration mitigating factors. Because the Decision-Making Leave is a total performance decision on the employee's part, there is only one DML B. The following list, which is not intended to be all inclusive, gives examples of rule violations and general categories into which they fall: Absenteeism Tardiness Sick Leave Abuse (Positive Discipline will not circumvent or supersede sick leave abuse sections of any Labor Agreement} No Call/No Show Leaving Assigned Work Area/Location without Permission Insubordination: Refusal to Follow PSD's Instruction Refusal to Work Overtime in an Emergency Situation Fighting or Provoking a Fight on Agency Property Falsification of any Agency Document or Record Conducting Personal Business on Agency Time without Permission Reporting a False Reason for an Absence Excessive misuse of work time for non-work activities Verbal and/or Sexual Harassment Initiating, Encouraging, or Participating in a Walk-Out or Work Slowdown Allowing Guests on Restricted Agency Property without Permission Unsatisfactory Work Performance (Quality/Quantity, Effort, and/or Negligence) Sleeping on the Job Unsafe Poor Housekeeping Excessive Time Away from Workstation Backing Accidents Failure to Adhere to Safe Work Practices and Accident Prevention Rules C. The above list is not totally inclusive. In addition, Agency Standard Practices, Safety, and Procedural Rules, along with sound judgment and common sense should govern individual conduct and action. Individual departments and locations also have rules and standards which must be adhered to or met.

Administrative Guidelines. A. Rule infractions are generally divided into three categories. These are (1) work performance, (2) conduct, and (3) attendance. The maximum number of verbal reminders that may be active at one time is three (3), and these must be indifferent in different categories. Should another performance problem occur in a category where there is already an active verbal reminder, the discipline step must escalate to a higher level of seriousness; usually a written reminder. The maximum number of written reminders that may be active at one time is two (2), and these must be in different categories. Should another performance problem occur in a category where there is already an active written reminder, the discipline step must escalate to a DML. The above language refers to escalation to the appropriate disciplinary step once a decision to formally discipline has been made. In lieu of taking formal disciplinary action the PSD PSM or designee may opt to coach/counsel an employee, taking into consideration mitigating factors. Because the Decision-Decision Making Leave is a total performance decision on the employee's ’s part, there is only one DML B. The following list, which is not intended to be all inclusive, gives examples of rule violations and general categories into which they fall: Absenteeism Tardiness Sick Leave Abuse (Positive Discipline will not circumvent or supersede sick leave abuse sections of any Labor Agreement} ) No Call/No Show Leaving Assigned Work Area/Location without Permission Insubordination: Refusal to Follow PSD's PSM’s Instruction Refusal to Work Overtime in an Emergency Situation Fighting or Provoking a Fight on Agency Property Falsification of any Agency Document or Record Conducting Personal Business on Agency Time without Permission Reporting a False Reason for an Absence Excessive misuse of work time for non-work activities Verbal and/or Sexual Harassment Initiating, Encouraging, or Participating in a Walk-Out or Work Slowdown Allowing Guests on Restricted Agency Property without Permission Unsatisfactory Work Performance (Quality/Quantity, Effort, and/or Negligence) Sleeping on the Job Unsafe Poor Housekeeping Excessive Time Away from Workstation Work Station Backing Accidents Failure to Adhere to Safe Work Practices and Accident Prevention Rules C. The above list is not totally inclusive. In addition, Agency Standard Practices, Safety, and Procedural Rules, along with sound judgment and common sense should govern individual conduct and action. Individual departments and locations also have rules and standards which must be adhered to or met.

Administrative Guidelines. A. Rule infractions are generally divided into three categories. These are (1) work performance, (2) conduct, and (3) attendance. The maximum number of verbal reminders that may be active at one time is three (3), and these must be indifferent in different categories. Should another performance problem occur in a category where there is already an active verbal reminder, the discipline step must escalate to a higher level of seriousness; usually a written reminder. The maximum number of written reminders that may be active at one time is two (2), and these must be in different categories. Should another performance problem occur in a category where there is already an active written reminder, the discipline step must escalate to a DML. The above language refers to escalation to the appropriate disciplinary step once a decision to formally discipline has been made. In lieu of taking formal disciplinary action the PSD PSM or designee may opt to coach/counsel an employee, taking into consideration mitigating factors. Because the Decision-Decision Making Leave is a total performance decision on the employee's ’s part, there is only one DML B. The following list, which is not intended to be all inclusive, gives examples of rule violations and general categories into which they fall: Absenteeism Tardiness Sick Leave Abuse (Positive Discipline will not circumvent or supersede sick leave abuse sections of any Labor Agreement} ) No Call/No Show Leaving Assigned Work Area/Location without Permission Insubordination: Refusal to Follow PSD's PSM’s Instruction Refusal to Work Overtime in an Emergency Situation Fighting or Provoking a Fight on Agency Property Falsification of any Agency Document or Record Conducting Personal Business on Agency Time without Permission Reporting a False Reason for an Absence Excessive misuse of work time for non-non work activities Verbal and/or Sexual Harassment Initiating, Encouraging, or Participating in a Walk-Out or Work Slowdown Allowing Guests on Restricted Agency Property without Permission Unsatisfactory Work Performance (Quality/Quantity, Effort, and/or Negligence) Sleeping on the Job Unsafe Poor Housekeeping Excessive Time Away from Workstation Work Station Backing Accidents Failure to Adhere to Safe Work Practices and Accident Prevention Rules C. The above list is not totally inclusive. In addition, Agency Standard Practices, Safety, and Procedural Rules, along with sound judgment and common sense should govern individual conduct and action. Individual departments and locations also have rules and standards which must be adhered to or met.

Administrative Guidelines. A. Rule infractions are generally divided into three categories. These are (1) work performance, (2) conduct, and (3) attendance. The maximum number of verbal reminders that may be active at one time is three (3), and these must be indifferent in different categories. Should another performance problem occur in a category where there is already an active verbal reminder, the discipline step must escalate to a higher level of seriousness; usually a written reminder. The maximum number of written reminders that may be active at one time is two (2), and these must be in different categories. Should another performance problem occur in a category where there is already an active written reminder, the discipline step must escalate to a DML. The above language refers to escalation to the appropriate disciplinary step once a decision to formally discipline has been made. In lieu of taking formal disciplinary action the PSD PSM or designee may opt to coach/counsel an employee, taking into consideration mitigating factors. Because the Decision-Decision Making Leave is a total performance decision on the employee's ’s part, there is only one DML. B. The following list, which is not intended to be all inclusive, gives examples of rule violations and general General categories into which they fall: Absenteeism Tardiness Sick Leave Abuse (Positive Discipline will not circumvent or supersede sick leave abuse sections of any Labor Agreement} ) No Call/No Show Leaving Assigned Work Area/Location without Permission Insubordination: Refusal to Follow PSD's Instruction Refusal to Work Overtime in an Emergency Situation Fighting or Provoking a Fight on Agency Property Falsification of any Agency Document or Record Conducting Personal Business on Agency Time without Permission Reporting a False Reason for an Absence Excessive misuse of work time for non-non work activities Verbal and/or Sexual Harassment Initiating, Encouraging, or Participating in a Walk-Out or Work Slowdown Allowing Guests on Restricted Agency Property without Permission Unsatisfactory Work Performance (Quality/Quantity, Effort, and/or Negligence) Sleeping on the Job Unsafe Poor Housekeeping Excessive Time Away from Workstation Backing Accidents Failure to Adhere to Safe Work Practices and Accident Prevention Rules) C. The above list is not totally inclusive. In addition, Agency Standard Practices, Safety, and Procedural Rules, along with sound judgment and common sense should govern individual conduct and action. Individual departments and locations also have rules and standards which must be adhered to or met.

Administrative Guidelines. A. Rule infractions are generally divided into three categories. These are (1) work performance, (2) conduct, and (3) attendance. The maximum number of verbal oral reminders that may be active at one time is three (3), and these must be indifferent in different categories. Should another performance problem occur in a category where there is already an active verbal oral reminder, the discipline step must escalate to a higher level of seriousness; usually a written reminder. The maximum number of written reminders that may be active at one time is two (2), and these must be in different categories. Should another performance problem occur in a category where there is already an active written reminder, the discipline step must escalate to a DML. The above language refers to escalation to the appropriate disciplinary step once a decision to formally discipline has been made. In lieu of taking formal disciplinary action action, the PSD or designee supervisor may opt to coach/counsel an employee, taking into consideration mitigating factors. In addition where appropriate, such as an employee who exhibits an inability to work in a classification that is not directly supervised, consideration for demotion should be made. Placement of a bargaining unit employee at a Positive Discipline step or termination of a bargaining unit employee may be grieved by that employee's Union on the grounds that such action was without "just cause.” The degree of discipline was too severe, or there was disparity of treatment, pursuant to the provisions of the appropriate grievance procedure. Because the Decision-Decision Making Leave is a total performance decision on the employee's part, there is only one DML. Additionally, while the DML is active, no other formal steps of Positive Discipline may be administered; except as provided for in Section III.B. B. The following list, which is not intended to be all inclusive, gives examples of rule violations and general categories into which they fallfall into: Absenteeism Tardiness Sick Leave Abuse (Positive Discipline will not circumvent or supersede sick leave abuse sections of any Labor Agreement} ) Unavailability Extended Lunches/Break Periods No Call/No Show Violation of the Employee Conduct Standard Practice Carrying Firearms on Company Property or in Company Vehicles Leaving Assigned Work Area/Location without Without Permission Insubordination: Refusal to Follow PSDSupervisor's Instruction Refusal to Work Overtime in an Emergency Situation Fighting or Provoking a Fight on Agency Company Property Falsification of any Agency Company Document or Record Conducting Personal Business on Agency Company Time without Without Permission Reporting a False Reason for an Absence Excessive misuse of work time for non-work activities Congregating Verbal and/or Sexual Harassment Initiating, Encouraging, or Participating in a Walk-Out or Work Slowdown Allowing Guests on Restricted Agency Company Property without Without Permission Failure to Adhere to Safe Work Practices and Accident Prevention Rules Unsatisfactory Work Performance (Quality/Quantity, Effort, and/or Negligence) Backing Accidents Sleeping on the Job Unsafe Poor Housekeeping Excessive Time Away from Workstation Backing Accidents Failure Work Station Note: For some types of performance problems, caused by an ability deficiency, demotion to Adhere to Safe Work Practices and Accident Prevention Rulesa lower classification may be the appropriate action rather than implementing any step of Positive Discipline. C. Offenses in each of the three categories are normally assigned a level of severity. Their level of severity can be minor, serious, or major in nature. As a general rule, the seriousness of the offense dictates which step of the Positive Discipline process would apply. D. The above list is not totally inclusive. In addition, Agency Company Standard Practices, Safety, and Procedural Rules, along with sound judgment and common sense should govern individual conduct and actionactions. Individual departments and locations also have rules and standards which must be adhered to or met.