Common use of Culpable Conduct Clause in Contracts

Culpable Conduct. ‌ In a case where the University assesses a staff member’s unsatisfactory performance or misconduct as culpable, the University shall follow a progressive disciplinary model. This model requires (except in cases of serious misconduct where the University determines that immediate lengthy suspension and/or other appropriate discipline or dismissal is warranted) that the staff member be given some inducement and incentive to correct the unacceptable conduct by progressively increasing the severity of the discipline imposed. The progressive disciplinary responses include, but are not limited to the following steps: a) Written warnings or reprimands, with reasons, may be administered by the staff member’s immediate supervisor. Such warnings shall specify the remedial action to be taken by the staff member. b) The immediate supervisor may suspend a staff member, with or without pay, following consultation with the Associate Vice-President of Human Resources or designate. The University will provide the staff member with written reasons for the suspension. c) A Xxxx, Director, or Director-equivalent may dismiss a staff member for cause following consultation with the Associate Vice-President of Human Resources or designate. The University will ensure that the staff member is given written reasons for the dismissal. d) All disciplinary documents will be copied to the Association and placed on the staff member’s personnel record. Staff members are entitled to prepare a written response to any disciplinary documents, and to have the response placed in their personnel record.

Culpable Conduct. ‌ In a case where the University assesses a staff member’s unsatisfactory performance or misconduct as culpable, the University shall follow a progressive disciplinary model. This model requires (except in cases of serious misconduct where the University determines that immediate lengthy suspension and/or other appropriate discipline or dismissal is warranted) that the staff member be given some inducement and incentive to correct the unacceptable conduct by progressively increasing the severity of the discipline imposed. The progressive disciplinary responses include, include but are not limited to the following steps: a) Written warnings or reprimands, with reasons, may be administered by the staff member’s immediate supervisor. Such warnings shall specify the remedial action to be taken by the staff member. b) The immediate supervisor may suspend a staff member, with or without pay, following consultation with the Associate Vice-President of Human Resources or designate. The University will provide the staff member with written reasons for the suspension. c) A Xxxx, Director, or Director-equivalent may dismiss a staff member for cause following consultation with the Associate Vice-President of Human Resources or designate. The University will ensure that the staff member is given written reasons for the dismissal. d) All disciplinary documents will be copied to the Association Association, and placed on the staff member’s personnel record. Staff members are entitled to prepare a written response to any disciplinary documents, and to have the response placed in their personnel record.

Culpable Conduct. ‌ In a case where the University assesses a staff member’s unsatisfactory performance or misconduct as culpable, the University shall follow a progressive disciplinary model. This model requires (except in cases of serious misconduct where the University determines that immediate lengthy suspension and/or other appropriate discipline or dismissal is warranted) that the staff member be given some inducement and incentive to correct the unacceptable conduct by progressively increasing the severity of the discipline imposed. The progressive disciplinary responses include, but are not limited to the following steps: a) Written warnings or reprimands, with reasons, may be administered by the staff member’s immediate supervisor. Such warnings shall specify the remedial action to be taken by the staff member. b) The immediate supervisor may suspend a staff member, with or without pay, following consultation with the Associate Vice-President of Human Resources or designate. The University will provide the staff member with written reasons for the suspension. c) A Xxxx, Director, or Director-equivalent may dismiss a staff member for cause following consultation with the Associate Vice-President of Human Resources or designate. The University will ensure that the staff member is given written reasons for the dismissal. d) All disciplinary documents will be copied to the Association Association, and placed on the staff member’s personnel record. Staff members are entitled to prepare a written response to any disciplinary documents, and to have the response placed in their personnel record.