Common use of CORRECTIVE, DISCIPLINARY AND ADVERSE ACTIONS Clause in Contracts

CORRECTIVE, DISCIPLINARY AND ADVERSE ACTIONS. SECTION 1. This article applies to employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). The Employer and the Council recognize that the public interest requires maintenance of efficient operations through high standards of conduct and impartial enforcement of laws, rules, and regulations; and that discipline is a managerial tool intended to correct deficiencies in employee behavior. Disciplinary and adverse actions will be timely and taken against an employee to promote the efficiency of the service. Disciplinary actions are effected for personal cause, i.e., the action stems directly from the actions of the affected employee. Disciplinary and adverse actions will be timely and taken against an employee only for just cause as will promote the efficiency of the service. NAF flexible category employees are not covered by this article. SECTION 2. In keeping with the concept of progressive discipline, actions imposed should be the minimum, in the judgment of the disciplining official, which can reasonably be expected to correct and improve employee behavior and maintain discipline and morale among employees. All circumstances being the same in an Activity disciplinary or adverse action case, the concept of like remedies for like offenses will be applied. This provision shall not prevent the Employer from taking any appropriate action deemed necessary. The Activity’s Schedule of Offenses and Recommended Remedies should be used as a guide by deciding officials. Written decisions in disciplinary/adverse actions shall not increase the penalty proposed in the advance notice. SECTION 3. Employees have the right to request representation in any examination of the employee by a representative of the Employer in connection with an investigation, if the employee reasonably believes that the examination may result in disciplinary action against the employee and the employee requests representation. The employee may request representation before the meeting or at a later time in accordance with the Xxxxxxxxxx decision. Once requested, the Employer will stop the meeting and request a representative. The union representative is not limited to the role of an observer during the examination. During the meeting the union representative can request that the employee be given some indication of what the investigation is about (e.g. theft, workplace disputes, tardiness, etc.); be given a reasonable amount of time to speak with the employee in private before continuing with the examination or during the meeting; and ask the interviewer to clarify a question so the employee understands the question. Upon written request of the employee, the employee will be provided a copy of their written statement. If no action is taken as a result of the investigation, the employee who was the subject will receive notice that no action will be taken.

CORRECTIVE, DISCIPLINARY AND ADVERSE ACTIONS. SECTION Section 1. This article applies to employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). The Employer and the Council recognize that the public interest requires maintenance of efficient operations through high standards of conduct and impartial enforcement of laws, rules, and regulations; and that discipline is a managerial tool intended to correct deficiencies in employee behavior. Disciplinary and adverse actions will be timely and taken against an employee to promote the efficiency of the service. Disciplinary actions are effected for personal cause, i.e., the action stems directly from the actions of the affected employee. Disciplinary and adverse actions will be timely and taken against an employee only for just cause as will promote the efficiency of the service. NAF flexible category employees are not covered by this article. SECTION Section 2. In keeping with the concept of progressive discipline, actions imposed should be the minimum, in the judgment of the disciplining official, which can reasonably be expected to correct and improve employee behavior and maintain discipline and morale among employees. All circumstances being the same in an Activity disciplinary or adverse action case, the concept of like remedies for like offenses will be applied. This provision shall not prevent the Employer from taking any appropriate action deemed necessary. The Activity’s Schedule of Offenses and Recommended Remedies should be used as a guide by deciding officials. Written decisions in disciplinary/adverse actions shall not increase the penalty proposed in the advance notice. SECTION Section 3. Employees have the right to request representation in any examination of the employee by a representative of the Employer in connection with an investigation, if the employee reasonably believes that the examination may result in disciplinary action against the employee and the employee requests representation. The employee may request representation before the meeting or at a later time in accordance with the Xxxxxxxxxx decision. Once requested, the Employer will stop the meeting and request a representative. The union representative is not limited to the role of an observer during the examination. During the meeting the union representative can request that the employee be given some indication of what the investigation is about (e.g. theft, workplace disputes, tardiness, etc.); be given a reasonable amount of time to speak with the employee in private before continuing with the examination or during the meeting; and ask the interviewer to clarify a question so the employee understands the question. Upon written request of the employee, the employee will be provided a copy of their written statement. If no action is taken as a result of the investigation, the employee who was the subject will receive notice that no action will be taken.

CORRECTIVE, DISCIPLINARY AND ADVERSE ACTIONS. ‌ SECTION 1. This article applies to employees covered under the CMLA as described by the Federal Labor Relations Authority (FLRA). The Employer and the Council recognize that the public interest requires maintenance of efficient operations through high standards of conduct and impartial enforcement of laws, rules, and regulations; and that discipline is a managerial tool intended to correct deficiencies in employee behavior. Disciplinary and adverse actions will be timely and taken against an employee to promote the efficiency of the service. Disciplinary actions are effected for personal cause, i.e., the action stems directly from the actions of the affected employee. Disciplinary and adverse actions will be timely and taken against an employee only for just cause as will promote the efficiency of the service. NAF flexible category employees are not covered by this article. SECTION 2. In keeping with the concept of progressive discipline, actions imposed should be the minimum, in the judgment of the disciplining official, which can reasonably be expected to correct and improve employee behavior and maintain discipline and morale among employees. All circumstances being the same in an Activity disciplinary or adverse action case, the concept of like remedies for like offenses will be applied. This provision shall not prevent the Employer from taking any appropriate action deemed necessary. The Activity’s Schedule of Offenses and Recommended Remedies should be used as a guide by deciding officials. Written decisions in disciplinary/adverse actions shall not increase the penalty proposed in the advance notice. SECTION 3. Employees have the right to request representation in any examination of the employee by a representative of the Employer in connection with an investigation, if the employee reasonably believes that the examination may result in disciplinary action against the employee and the employee requests representation. The employee may request representation before the meeting or at a later time in accordance with the Xxxxxxxxxx decision. Once requested, the Employer will stop the meeting and request a representative. The union representative is not limited to the role of an observer during the examination. During the meeting the union representative can request that the employee be given some indication of what the investigation is about (e.g. theft, workplace disputes, tardiness, etc.); be given a reasonable amount of time to speak with the employee in private before continuing with the examination or during the meeting; and ask the interviewer to clarify a question so the employee understands the question. Upon written request of the employee, the employee will be provided a copy of their written statement. If no action is taken as a result of the investigation, the employee who was the subject will receive notice that no action will be taken.