Common use of CORRECTIVE DISCIPLINARY PROCEDURE Clause in Contracts

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- correction will result in further disciplinary action. X. Xxxxxxxxxx given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- correction will result in further disciplinary action. X. Xxxxxxxxxx C. Suspension given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- non-correction will result in further disciplinary action. X. Xxxxxxxxxx C. Suspension given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- correction will result in further disciplinary action. X. Xxxxxxxxxx C. Suspension given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps, except that initial minor work deficiencies will normally be privately brought to the employee's attention by the immediate supervisor. Coaching and counseling to provide feedback on job performance are intended to be corrective and positive. This coaching and counseling is not part of the disciplinary procedure. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- non-correction will result in further disciplinary action. X. Xxxxxxxxxx given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.

CORRECTIVE DISCIPLINARY PROCEDURE. The normal corrective disciplinary procedure shall consist of three (3) steps. A. Oral warning given to employee specifying the nature of any incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. Oral warnings shall be documented by use of the standard Employer form. B. Written warning given to the employee specifying the nature of any continuing incorrect job related behavior and pointing out that non- non-correction will result in further disciplinary action. X. Xxxxxxxxxx C. Suspension given to the employee with a written explanation specifying the nature of any continuing incorrect job related behavior and pointing out that non-correction will result in further disciplinary action. A written record of all disciplinary action shall be entered into the employee's personnel file and a copy forwarded to the Local Union unless the employee signs a statement providing that no copy should be forwarded. Incorrect job related behavior by an employee shall be considered as "continuing" if its recurrence is observed by the Employer and brought to the employee's attention through corrective discipline at any time during the employee's normally scheduled work year which immediately follows any disciplinary step described above. Unpaid leaves of absence totaling more than two (2) weeks would be added to the work year. Such behavior not "continuing" for one (1) year, but which recurs thereafter, will normally be dealt with at Step "A" of the corrective disciplinary procedure. If no disciplinary action is taken against an employee for one (1) work year following an oral or written reprimand, all records of past disciplinary action shall be removed from the employee's personnel file and destroyed. It shall be the responsibility of either the employee or the Employer to initiate the removal of disciplinary documentation in accordance with the above; however, any failure to remove such documentation shall not validate its continued inclusion in the file. If no disciplinary action is taken for two (2) years after a suspension, or three (3) years after a suspension for patient abuse, sexual harassment, or physical assault, all records of those suspensions shall be removed from the employee's personnel file and destroyed. Disciplinary action taken by the Employer shall be done in a manner that will not intentionally embarrass the employee before other employees or the public, except that action taken in accordance with Section 6 of this Article shall not be a violation of this provision. Disciplinary action shall be confidential and shall not be discussed by the supervisor with bargaining unit employees other than the xxxxxxx and the employee.