CORRECTIVE ACTION PROCEDURE a. Upon receipt by COUNTY of information regarding a failure by CONTRACTOR to comply with any provision of this Contract, COUNTY has the right to forward to CONTRACTOR a notice of COUNTY’s intent to consider corrective action to enforce compliance with such provision. Such notice will indicate the nature of the issue, or issues, to be reviewed in determining the need for corrective action. CONTRACTOR may have the opportunity to respond or participate in formulating the corrective action recommendation. COUNTY has the right to require the presence of CONTRACTOR’s officer(s) or employee(s) at any hearing or meeting called for the purpose of considering corrective action.
b. After issuing such notice, and after considering CONTRACTOR’s response, if any, COUNTY may forward to CONTRACTOR a set of specific corrective actions recommended and a timetable for implementing the specified corrective actions recommended. Following implementation of the corrective actions, CONTRACTOR will forward to COUNTY, within the time specified by COUNTY, any verification required by COUNTY regarding the corrective actions.
c. In the event CONTRACTOR does not implement the corrective actions recommended in accordance with the corrective actions timetable, COUNTY may suspend payments hereunder or immediately terminate this Contract without further notice to CONTRACTOR.
CORRECTIVE ACTION PROCEDURE. Level 1 – Oral Reminder
CORRECTIVE ACTION PROCEDURE. 1. The following language on Corrective Action and the Grievance Procedures is the sole source of rights and obligations of the parties to this contract in these matters. Furthermore, the following language is intended to supersede all provisions applicable to public employees in the Ohio Revised Code, and/or the rules of the Ohio Department of Administrative Services and the State Personnel Board of Review in relation to the Corrective Action and Grievance Procedures.
CORRECTIVE ACTION PROCEDURE. 475 The Corrective Action Procedure shall be applied and relied on by both parties as the basic means of progressive discipline. It is intended to be an open process that utilizes a problem solving approach to address issues and explore alternatives to correct performance and/or behavioral concerns using a “just cause” standard. All disputes arising out of the Corrective Action Procedure shall be subject to the Grievance/Arbitration Procedure, however, once an employee has agreed to any Level in writing within the Corrective Action Procedure, that Level is not grievable. 476 No employee shall be disciplined or discharged without just cause. Any employee who is discharged shall be informed in writing at the time of the discharge of the reason(s) for the discharge. 477 Supervisors shall ask the employee if he/she wishes the presence of a Union Xxxxxxx and/or Union Staff Representative in any meeting or investigation that may result in discipline. The selection of a union representative shall not unduly delay the proceeding. 478 It is the Employer’s intent normally to make use of progressive discipline in accordance with established practices and policy. 479 In the event the Employer disciplines or discharges an employee, the Employer will, at the request of the employee and/or Union, furnish copies of necessary and/or relevant documents or written statements used by the Employer as a basis for the disciplinary action. 480 Employees shall have the right to respond in writing to any written disciplinary notices and documentation of employee counseling sessions, and shall have that response attached to the relevant material.
CORRECTIVE ACTION PROCEDURE. The accumulation of chargeable no-fault absences within an employee’s established measurement period will be addressed by the following procedure. NO FAULT ABSENCES CORRECTIVE ACTION One (1) no-fault absence 1st Written Warning Two (2) no-fault absences 2nd Written Warning Three (3) no-fault absences 3rd Written Warning Four (4) no-fault absences 4th Written Warning Five (5) no-fault absences Discharge SECTION 5 NO-FAULT ABSENCE SUMMARY • Any scheduled work time missed (tardy or early leave) after the xxxxx xxxxx period, of less than four (4) hours will equal ½ no-fault absence. • Any scheduled work time missed (tardy or early leave) of four (4) hours or more will equal one (1) no-fault absence. • Failure to properly call in will equal one-half (1/2) no-fault absence. • Each no-fault absence day will equal one (1) no-fault absence. • Failure to work or report for voluntary daily or weekend overtime will equal two (2) no-fault absences.
CORRECTIVE ACTION PROCEDURE. PURPOSE: This procedure is designed to help and encourage all employees to achieve and maintain satisfactory standards of conduct, attendance and job performance. The aim is to ensure consistent and fair treatment for all. The employer should remain focused on the primary goals of rehabilitating employee conduct towards an acceptable standard and preserving the employment relationship. JUST CAUSE: Disciplinary actions shall be for just cause. An employee may appeal disciplinary actions of Final Written Warning, Suspension and/or Termination through the grievance procedure.
CORRECTIVE ACTION PROCEDURE. COUNTY, in its absolute discretion and in lieu of immediately terminating this CONTRACT, upon occurrence or discovery of noncompliance by CITY pursuant to this CONTRACT, may give CITY notice of COUNTY’S intention to consider corrective action to enforce compliance utilizing the Corrective Action Procedure outlined below. Such notice will indicate the nature of the non- compliance and the procedure whereby CITY will have the opportunity to participate in formulating any corrective action recommendation. The Corrective Action Procedure contemplated herein is as follows:
1. COUNTY OSH Program Manager and CITY Manager will negotiate a time frame and course of action for correcting the non-compliance;
2. CITY will provide COUNTY with a written plan and time frame for correcting the non-compliance issue(s), subject to COUNTY approval. Such plan must be submitted by CITY to COUNTY within thirty (30) days of the initial non-compliance meeting between CITY and COUNTY;
3. CITY must initiate the corrective action procedure within sixty (60) days of the initial non- compliance meeting between the COUNTY OSH Program Manager and the CITY Coordinator (COUNTY, at its sole discretion, may extend this timeline for extenuating circumstances);
4. COUNTY will have the right to require the presence of CITY officers at any hearing or meeting called for the purpose of considering corrective action;
5. CITY has the right to appeal all findings of non-compliance, and subsequent corrective action, with both the COUNTY Board of Supervisors and HUD; and,
6. County reserves the right to seek any and all other remedies (equitable or other) available to it under the law. In the event that CITY does not implement the corrective action recommendations in accordance with the corrective action timetable as approved by COUNTY, COUNTY may suspend payments hereunder, terminate this CONTRACT and/or exercise any other right or remedy available to it under the law.
CORRECTIVE ACTION PROCEDURE. Supplier shall document corrective actions using the 8D corrective action report of Appendix C: Corrective Action Report Form or equivalent.
CORRECTIVE ACTION PROCEDURE. The Corrective Action Procedure shall be applied and relied on by both parties as the basic means of progressive discipline. It is intended to be an open process that utilizes a problem solving approach to address issues and explore alternatives to correct performance and/or behavioral concerns using a “just cause” standard. All disputes arising out of the Corrective Action Procedure shall be subject to the Grievance/Arbitration Procedure.
CORRECTIVE ACTION PROCEDURE. 11.01 The Employer shall not discipline, suspend or discharge an employee with seniority, unless there is just cause to do so. The Union recognizes the onus on the Employer to maintain and administer discipline where necessary, in a reasonable and progressive manner that is corrective in nature. The Employer agrees that, except in extreme circumstances, prior to imposing disciplinary action, it shall give to the employee a reasonable opportunity to explain and correct the situation in question. Prior to deciding on the discharge of an employee, the Employer shall first suspend the employee for a period not normally to exceed five (5) workdays. Within that period, or such other period as required to complete the following procedures, and before the Employer makes its final decision, a hearing shall be held at which the Union may present any facts or other information which it wishes the Employer to consider. In the event that no discipline is administered, the suspension is with pay.
11.02 An employee may be disciplined, including suspension or discharge, upon the authority of the Managing Lawyer or Executive Director. Only the Executive Director or, in his absence, the person operating in that capacity, shall have the authority to approve a decision to discharge an employee. An employee with seniority who is disciplined shall be given the reason(s) at a meeting with the Managing Lawyer or designate(s), and such employee has the right to the presence of the Chief Shop Xxxxxxx, or in his/her absence, the Shop Xxxxxxx. The employee and the Union shall be advised by the Employer, in writing, within five (5) working days of discipline, suspension or discharge, and the reason(s) for such action.
11.03 With the exception of disciplinary records involving violence or threat of violence, which will remain a permanent part of the employee's record, all references to disciplinary action which have been placed in an employee's personnel file shall be removed from the employee's file and shall not be relied upon for any further disciplinary action, if the employee's record has been free of further disciplinary action for a period of eighteen (18) months.
11.04 If an employee with seniority claims to have been disciplined, suspended or discharged without just cause, such claim shall be treated as a grievance, signed by the employee and the Union, and must be submitted to the Supervisor and Human Resources within five (5) working days of the discipline, suspension or dis...
