Corrective and Disciplinary Actions Sample Clauses

Corrective and Disciplinary Actions. Disciplinary actions taken with academic employees will be administered progressively unless the severity of the violation by the employee warrants omission of some steps or waiving the steps entirely. Examples of actions that might warrant suspension of progressive discipline include threats to life, limb, or property, and/or flagrant violations of law or District policies. The normal series of actions shall consist of corrective measures followed by formal disciplinary actions.
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Corrective and Disciplinary Actions. City administration will establish a policy to provide for corrective and disciplinary actions in compliance with City of Reno Civil Service Rules and Regulations as promulgated. The policy will serve to supplement those procedures covered under Civil Service Rules and Regulations. The following procedures will be provided through the City policy governing corrective and disciplinary actions. The intent is not to punish, but to provide positive correction. The following principles of progressive corrective action will be followed with respect to minor offenses: (a) The first occurrence of a violation or infraction will result in an oral warning and for subsequent offenses where such action is deemed appropriate. For a second occurrence of a violation or infraction, the employee will receive a written reprimand for the violation, which shall be placed in his personnel file. Upon a third occurrence of a violation of the same or similar minor nature, disciplinary action may be instituted, depending upon the violation and the severity of the violation. An occurrence of an infraction or violation of a serious nature may result in disciplinary action based upon the severity of the action. (b) City administration shall establish by policy for the retirement of corrective and/or progressive action in minor disciplinary actions from an employee's file once an appropriate time has passed and corrective action has succeeded. Minor corrective actions will cease to have any force and effect and will be removed from an employee's personnel file six (6) months after the effective date of the corrective action or reprimand. Minor violations or infractions which result in suspension from duty up to and including five (5) days under the City policy will be retired from the employee's record after a period of twelve (12) months. City policies pertaining to personnel files, corrective and disciplinary actions, and retirement of corrective action, reprimands, and minor suspensions shall be made available to City employees and posted on all bulletin boards throughout the City. Nothing herein shall prevent the City from presenting records of repeated violations in excess of the time limits in this Article.
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Corrective and Disciplinary Actions. City administration will establish a policy to provide for corrective and disciplinary actions in compliance with City of Reno Civil Service Rules and Regulations as promulgated. The policy will serve to supplement those procedures covered under Civil Service Rules and Regulations. The following procedures will be provided through the City policy governing corrective and disciplinary actions. The intent is not to punish, but to provide positive correction. The following principles of progressive corrective action will be followed with respect to minor offenses: (1) The first occurrence of a violation or infraction will result in an oral warning, and for subsequent offenses where such action is deemed appropriate. For a second occurrence of a violation or infraction, the employee will receive a written reprimand for the violation, which shall be placed in his personnel file. Upon a third occurrence of a violation of the same or similar minor nature, disciplinary action may be instituted, depending upon the violation and the severity of the violation. An occurrence of an infraction or violation of a serious nature may result in disciplinary action based upon the severity of the action. (2) City administration shall establish by policy for the retirement of corrective and/or progressive action in minor disciplinary actions from an employee's file once an appropriate time has passed and corrective action has succeeded. Minor corrective actions will cease to have any force and effect and will be removed from an employee's personnel file six (6) months after the effective date of the corrective action or reprimand. Minor violations or infractions which result in suspension from duty up to and including five
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Corrective and Disciplinary Actions. The University may administer corrective action or disciplinary action to an employee.
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Corrective and Disciplinary Actions. A. The College and the Union agree with the principles of progressive and corrective discipline, which focuses initially on improvement of employee deficiencies. B. Progressive and corrective discipline shall be administered following these guidelines: 1. Corrective Actions a. Oral Coaching/Counseling b. Written Counseling Memo (Non-Disciplinary; placed in Employee’s File) b. Suspension c. Demotion d. Dismissal
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Corrective and Disciplinary Actions 
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Related to Corrective and Disciplinary Actions

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • DISCIPLINE AND DISCHARGE B.6.1 If the Employer requires an Employee to meet with his/her Supervisor or designate in order to formally investigate the professional conduct of the Employee or in order to receive a written reprimand, suspension or discharge, the Supervisor will inform the Employee that he/she has the right to have a Bargaining Unit representative present. The Employee has a right to refuse Bargaining Unit representation. If the Employee elects to have Bargaining Unit representation, no discussion of the issues will take place until the Bargaining Unit representative is present in a timely fashion. B.6.2 The Bargaining Unit Grievance Committee shall receive a copy of any written reprimand given to an Employee resulting from a meeting at which a representative of the Bargaining Unit has been present. B.6.3 In determining the disciplinary action to be taken against an Employee, the Employer will take into consideration the Employee's record and the lapse of time since the last disciplinary action. 6.3.1 During the probationary period, the Employer shall have the right to discipline, demote, discharge or layoff a probationary new Employee. The new Employee shall have recourse to the Grievance Procedures. It is understood by the parties, for the purpose of discipline, a lesser standard of just cause may apply to a probationary Employee than to an Employee who has completed his/her probationary period. B.6.4 An Employee shall receive a copy of any written reprimand. B.6.5 A claim of discharge without just cause by an Employee shall be treated as a grievance if a written statement of such grievance is lodged with the person designated by the Employer within fifteen (15) working days following written notification of the discharge to the Employee from the Employer. All preliminary steps of the Grievance Procedures prior to Step 2 will be omitted in such case. B.6.6 The Employer shall not discipline or discharge an Employee without just cause. B.6.7 In any matter of discipline or discharge, an Employee shall be advised in writing of his/her right to Bargaining Unit representation.

  • 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.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

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