CORRECTIVE ACTION AND DISCIPLINE. The University will take corrective action or discipline to respond to the nature and severity of the offense, and the employee's prior record. The University will not be precluded from discharging an employee or administering other substantial forms of discipline despite the absence of any prior disciplinary record when warranted by the nature and/or severity of the offense. When taking corrective action or disciplinary action, the University will make a reasonable effort to protect the privacy of the employee.
CORRECTIVE ACTION AND DISCIPLINE. If the county determines that workplace violence has occurred or may occur, appropriate corrective action will be taken and appropriate discipline will be imposed on any offending employees. The discipline taken will depend on the particular facts involved, but may include verbal or written warnings, suspension, or termination. In addition, the county may send an employee for a fit-for-duty evaluation at any times it is felt that such action is necessary.
CORRECTIVE ACTION AND DISCIPLINE. 8-2-A Should a contracted bus driver's work habits, overall attitude, adherence to rules, conduct, or demeanor become unsatisfactory during the course of his/her employment, his/her supervisor will first attempt corrective action assist such bus driver in identifying and remediating those behavioral and/or performance problems. Corrective action can include retraining prior to 8-2-B of this agreement.
CORRECTIVE ACTION AND DISCIPLINE. Corrective measures and disciplinary action will normally be administered progressively. Progressive discipline may be waived for serious misconduct.
CORRECTIVE ACTION AND DISCIPLINE. If an investigation reveals that the complaint is founded, appropriate and expedient corrective action reasonably calculated to end the harassment will be taken. Depending on the severity of the harassment, appropriate corrective action will be taken, up to and including termination. Corrective action may include informal counseling, written reprimands, mandatory formal counseling, continued monitoring of the offender’s behavior, unpaid suspension, denial of pay increases, demotion or termination of employment or assignment. If the complainant has requested and received anonymity during the investigation, no corrective action beyond informal counseling shall be taken. All corrective actions taken will be periodically reviewed to assess their effectiveness. A complaining party who knowingly makes a false allegation of sexual harassment will be subject to appropriate discipline, including any of the corrective actions set forth in the preceding paragraph up to and including termination.
CORRECTIVE ACTION AND DISCIPLINE. 1. Disciplinary action is applicable to all employees and may include verbal or written reprimand(s) and/or suspension with or without pay, and termination or discharge. As part of an alternative disciplinary action, CES may establish a written growth plan for the employee. Such a plan is intended to clearly define the areas in which the employee’s performance is deficient, and the corrective measures the employee must take. Additionally, the growth plan will establish a timeline and/or deadline during which the employee’s progress is assessed. Failure to comply with the conditions of the growth plan may result in termination of employment. Nothing herein affects an employee’s employment status as “At-Will”, if applicable.
CORRECTIVE ACTION AND DISCIPLINE. 21 63 Definitions..................................................... 22 67 Dispute Resolution ...................................... 20 59
CORRECTIVE ACTION AND DISCIPLINE. 21.1 – Just Cause No employee who has satisfactorily completed his/her introductory period may be disciplined without just cause.
CORRECTIVE ACTION AND DISCIPLINE. 905 The Hospital may not make substantive changes to the Corrective Action Policy without first notifying the Union of its intent and providing the Union with an opportunity to bargain about the proposed changes. 906 Depending on the situation, corrective action and discipline should use a system of progressive discipline, including verbal counseling, written counseling, disciplinary probation, suspension (disciplinary or investigatory), or termination. One or more steps in the corrective action process may be bypassed or repeated if appropriate under the circumstances. Other than in the case of an oral warning or counseling, the reasons for the corrective action shall be documented in writing. Copies of written discipline shall be placed in the Registered Nurse’s official personnel file, and a copy provided to the Registered Nurse. 907 The Hospital generally will provide advance notice to a Registered Nurse so that the Registered Nurse will have an opportunity to correct behavior or conduct that is deemed to be inappropriate or not meeting standards. However, the Hospital and the Union recognize that there are circumstances in which advance notice is not appropriate.
CORRECTIVE ACTION AND DISCIPLINE for full text see pages 16‐17
