Common use of Determination of Discipline Clause in Contracts

Determination of Discipline. ‌ Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it was committed repeatedly; • The employee’s job duties and position, e.g., whether supervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and dependability; • Consistency with the penalties imposed in similar situations; • The notoriety of the offense or its impact on the City’s reputation; • The extent to which the employee was aware of any rules that were violated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offense; • The adequacy and effectiveness of alternative sanctions to deter the conduct.

Determination of Discipline. ‌ Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it was committed wascommitted repeatedly; • The employee’s job duties and position, e.g., whether supervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and dependability; • Consistency with the penalties imposed in similar situations; • The notoriety of the offense or its impact on the City’s reputation; • The extent to which the employee was aware of any rules that were violated wereviolated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offense; • The adequacy and effectiveness of alternative sanctions to deter the conducttheconduct.

Determination of Discipline. ‌ Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it was committed repeatedly; • The employee’s job duties and position, e.g., whether supervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and performanceand dependability; • Consistency with the penalties imposed in similar situations; • The notoriety of the offense or its impact on the City’s reputation; • The extent to which the employee was aware of any rules that were violated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offense; • The adequacy and effectiveness of alternative sanctions to deter the conduct.

Determination of Discipline. ‌ Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it was committed repeatedly; • The employee’s job duties and position, e.g., whether supervisorywhethersupervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and dependability; • Consistency with the penalties imposed in similar situationssimilarsituations; • The notoriety of the offense or its impact on the City’s reputation; • The extent to which the employee was aware of any rules that were violated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offense; • The adequacy and effectiveness of alternative sanctions to deter the conduct.

Determination of Discipline. ‌ Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it was committed wascommitted repeatedly; • The employee’s job duties and position, e.g., whether supervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and dependability; • Consistency with the penalties imposed in similar situations; • The notoriety of the offense or its impact on the City’s reputationCity’sreputation; • The extent to which the employee was aware of any rules that were violated wereviolated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offensetheoffense; • The adequacy and effectiveness of alternative sanctions to deter the conducttheconduct.