Appropriate Discipline Sample Clauses

Appropriate Discipline. Discipline imposed may include in ascending order of severity: verbal warning, written reprimand, suspension without pay, or discharge. The District's policy will be to impose discipline appropriate to the cause which precipitated it, taking into account any prior discipline imposed.

Appropriate Discipline. The Employer shall determine the appropriate discipline to administer. In so doing the Employer will consider the seriousness of the offense, the record of the employee and the conditions under which the offense took place. Generally, the Employer will use a system of progressive discipline (which may include actions such as verbal counseling/warnings, corrective training, reassignment, demotion and/or probation, written counseling/warnings, disciplinary suspensions with or without pay, and/or termination of employment) however the Employer retains the discretion to start or “jump” steps in any progression based upon the Employer’s review of the prior evaluation criteria. All disciplinary actions may become a permanent part of the employee's personnel file.

Appropriate Discipline. How do you decide what's appropriate? • Is the discipline you propose to take reasonably related to the seriousness ofthe problem? (Did the violation pose serious safety problems or create work flow disruptions for the department?) • Is it reasonably related to the employee's record (length of service and overall performance)? Is this violation part of a pattern? • Do you have the authorization to take this action, or should you have it reviewed by the next level of management? • A minor infraction does not merit harsh discipline unless it is a repeat occurrence by the employee. • Given the same violation for two or more employees, their respective records of service provide the only basis for administering different disciplinary actions without being subject to a charge of discrimination. • What personnel program is the employee part of (Union contract, CCS)? Consult your E/LR Consultant. The employees shall be paid in accordance with the County’s payroll schedule. The County will implement a County wide lag pay system no earlier than January 2, 2023. A six (6) month notice will be provided to the bargaining unit prior to implementation. Examples of how lag pay may be implemented:

Appropriate Discipline. Is the proposed discipline reasonably related to the seriousness of the problem? In other words, does the punishment fit the crime?

Appropriate Discipline. How do you decide what's appropriate? Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13 Pay Grade Year 1 2 3 4 5 6 7 8 9 10 11 12 13

Appropriate Discipline. How do you decide what's appropriate? Is the discipline you propose to take reasonably related to the seriousness of the problem? (Did the violation pose serious safety problems or create work flow disruptions for the department?) Is it reasonably related to the employee's record (length of service and overall performance)? Is this violation part of a pattern? Do you have the authorization to take this action, or should you have it reviewed by the next level of management? A minor infraction does not merit harsh discipline unless it is a repeat occurrence by the employee. Given the same violation for two or more employees, their respective records of service provide the only basis for administering different disciplinary actions without being subject to a charge of discrimination. What personnel program is the employee part of (Union contract, CCS)? The employees shall be paid in accordance with the County’s payroll schedule. The County will implement a County wide lag pay system no earlier than January 1, 2023. A six (6) month notice will be provided to the bargaining unit prior to implementation. Examples of how lag pay may be implemented: 1) Semi-Monthly: Hours worked from the 1st through the 15th of the month will be paid on the 22nd of the month. Hours worked from the 16th through the end of the month will be paid on the 7th of the following month. 2) Bi-Weekly: Employees will be paid bi-weekly on every other Friday. Pay periods will always be a 14-day period. The number of yearly pay periods will be changed from 24 pays to 26 pays. In recognition that this change could have an impact on employees, options that may be offered to the employees to bridge this delay will be: 1. The ability to do a one-time cash out of accrued Vacation/PTO or Comp time up to forty (40) hours. 2. Ability to take out a 0% interest loan out that will be repaid during the course of their employment or upon separation. 3. If any other options are developed at the time of implementation, the options will be offered to the members of this bargaining unit. Once the six (6) month implementation date notice has been officially given, if there is a delay or change in the implementation for this bargaining unit, at least sixty (60) days additional notice will be given.