Corrective Disciplinary Action. The Department and the Association recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that it normally goes from a minor form of discipline to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than written reprimand. The usual steps of discipline are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer -...
Corrective Disciplinary Action. Corrective/Disciplinary Action may be taken against any regular employee of the City up to and including termination of employment when employee performance or behavior is determined to be below expectations desired or outside the standards of the work environment. The City will administer a just cause progressive discipline approach up to and including termination of employment. However, the City reserves the right to determine the form of discipline to be imposed based on several factors, including but not limited to, the severity and frequency of the cause of action as well as the employment history of the employee. Grounds for Corrective Disciplinary Action Poor performance or any violation of a City rule, regulation, policy, procedure or ordinance may require Corrective/Disciplinary Action. The poor performance or violation may involve a single incident or a series of infractions. In this regard, acts which may be the basis for action up to and including termination of employment include, but are not limited to, the following: • Fraud in securing employment • Incompetence • Inefficiency • Inexcusable neglect of duty • Insubordination • Dishonesty • Unauthorized absence without leave • Conviction of a felony or conviction of a misdemeanor involving moral turpitude • Continued or flagrantly discourteous treatment of the public or another employee • Improper political activity • Misuse or theft of City property • Violation of City rules, regulations, policies, procedures or ordinances • Other failure of good behavior either during or outside of duty hours which is of such a nature that it causes discredit to the City or an employee's employment or creates a conflict of interest • Falsifying and/or unauthorized removal or destruction of City records • Unauthorized possession of firearms or explosives • Harassment (sexual or otherwise) of another employee or member of the public • Gambling on duty or while on City property • Either (a) the sale, purchase, transfer, possession, or consumption of alcoholic beverages or illegal drugs or (b) the use of drugs which impair the senses or the ability to perform the job during normal working hours or on City premises • Excessive tardiness • Failure to properly report absence Types of Corrective/Disciplinary Action Corrective/Disciplinary Action normally progresses from the least to the most severe action. However, some available actions may be bypassed depending upon the severity of the infraction. Nothing in this ...
Corrective Disciplinary Action. (1) It is the responsibility of the Program Director, or designee, to take informal or formal corrective disciplinary actions when a Physician in Training's conduct, performance, professional competence, ethical qualifications or character is below the level set by the program's standards or other applicable standards, such as professional ethics, Medical Staff or Hospital policies.
Corrective Disciplinary Action. During the term of this Agreement, Resident's/Fellow’s appointment is expressly conditioned upon satisfactory performance of all Program elements by Resident/Fellow. If the actions, conduct, or performance of Resident/Fellow are deemed by the Program Director to be inconsistent with the terms of this Agreement, NCH’s or participating institutions’ standards of patient care, patient welfare, or the objectives of NCH, or if such actions, conduct, or performance reflects adversely on the Program or NCH or the participating institutions, or disrupts operations at the Program or NCH or the participating institutions, corrective action, including, but not limited to, suspension and termination, may be taken by the Program Director in accordance with the “Disciplinary Actions” Policy.
