Definition of Discipline. Disciplinary action is defined as dismissal (except for probationary release or rejection, including promotional probationary release), demotion (except for demotion due to layoff or reduction in force), suspension without pay, and written reprimand. Disciplinary action may be taken by the appointing authority or his/her designated representative for just and reasonable cause and/or applicable personnel rules.
Definition of Discipline. Discipline may be imposed on permanent unit members only for just cause. Disciplinary action primarily relies on actions that are progressive which includes employee conferencing/oral warnings, written warnings, written reprimands, suspensions, involuntary demotions and dismissals. When the incident giving rise to discipline is significant in nature, the resulting disciplinary action may warrant combining or skipping steps in the process. The provisions of this Article apply to permanent, non-probationary workers only.
Definition of Discipline. Personnel Rule 2.27 shall be amended to read: "Disciplinary action means dismissal (except for probationary release or rejection, including promotional probationary release), demotion (except for demotion due to layoff or reduction in force), reduction in compensation, suspension without pay, and written reprimand. Disciplinary action may be taken by the appointing authority or his/her designated representative for just cause and reasonable cause as set forth in Section 2.54 of the Personnel Rules."
Definition of Discipline. A disciplinary action imposed by management will be any of the following; a formal verbal warning (confirmed in writing), a written warning, a suspension or a dismissal. No verbal commitments can be made regarding any discipline decision.
Definition of Discipline. Discipline shall only be imposed on permanent employees for just cause. Discipline includes suspension, reduction in pay, involuntary demotion, or termination. The District shall not initiate any disciplinary action for any cause alleged to have arisen prior to the employee becoming permanent nor for any cause alleged to have arisen more than two (2) years preceding the date that the District serves the notice of proposed disciplinary action.
Definition of Discipline. For the purposes of sub-sections b. and c. above only, an oral warning or reprimand shall not be considered discipline. Nothing in Section 29 shall require the Employer to schedule an investigatory meeting prior to making a decision to discipline a Nurse.
Definition of Discipline.
11 1. Permanent classified employees shall be subject to discipline, which is defined as 12 suspension, involuntary demotion or dismissal. Disciplinary action shall only be taken for 13 just cause as prescribed by this article. The Superintendent’s determination of the
15 2. Causes for which disciplinary action may and may not be taken: 16 No disciplinary action shall be taken for any cause which arose prior to the employee’s 17 becoming permanent, nor for any cause which arose more than two (2) years preceding the 18 date of the filing the notice of cause unless such cause was concealed or not disclosed by 19 such employee when it could be reasonably assumed that the employee should have 20 disclosed the facts to the BCOE. In addition to any disqualifying or actionable causes 21 otherwise provided for by statute, each of the following constitutes cause for disciplinary 22 action against a permanent classified employee.
23 a) Falsifying any information supplied to the BCOE, including but not limited to, 24 information supplied on application forms, employment records or any other BCOE 25 records.
26 b) Incompetency or inefficiency.
27 c) Inexcusable neglect of duty.
28 d) Insubordination.
Definition of Discipline. Consistent with Kensington Police Department Policy Manual #340.8, discipline shall include suspension, punitive transfer, demotion, and termination.
Definition of Discipline. In the administration of discipline, the University uses the corrective behavioral approach of a progressive disciplinary model (e.g., verbal reprimand, written reprimand, increment withholding, suspension, demotion and dismissal). This does not preclude the University from analyzing, on a case-by-case basis, the circumstances and facts of a particular situation(s) and taking a level of disciplinary action or other type of action deemed appropriate. The key element in disciplinary action is that of warning, in that the instance(s) or incident(s) is/are serious enough to require a disciplinary penalty. Disciplinary actions can include the element of forewarning in that a more serious disciplinary penalty may be used in the future if such action is repeated and/or certain related matters occur or reoccur. The situation(s) requiring a disciplinary penalty is/are serious in that it/they cannot be tolerated nor condoned. The following do not constitute disciplinary actions:
(a) letters of concern regarding innocent absenteeism,
(b) constructive criticism as part of an annual performance appraisal process,
(c) job or work related instructions,
Definition of Discipline. For the purpose of clarity, formal discipline is defined as a warning, which is documented in employee’s Human Resources file, written warning, suspension or dismissal. Disciplinary action shall not be taken with a Bargaining Unit employee based on hearsay alone. Performance feedback that does not contain any of the above elements shall not be considered formal discipline.
