Disciplinary Action Guidelines. The actual step (level of action) taken depends on the nature of the current incident as well as the employee's prior record. One or more steps may be skipped depending on the seriousness of the offense or violation. The Company encourages its supervisors to continue to discuss directly with employees any matters relating to their performance as such matters occur. There shall be a single disciplinary track for all misconduct, infractions, violations of rules, policies, procedures, etc., including vehicle infractions (moving [including camera-enforced speeding and red light violations] and parking violations) and avoidable injuries and accidents.). Employees must timely notify the Company of any traffic or parking tickets the employee receives in connection with operating or parking a Company vehicle. Employees shall be personally responsible for timely payment of traffic and parking fines incurred in the operation of a Company vehicle. No disciplinary action shall be taken against employees who timelyUpon the Company’s notification to the employee and Union, it is the responsibility of the employee to follow the instructions on the traffic citation to either pay fines for parking violations not resulting in property damage the fine or personal injury incidents unless such violation(s) result in loss or suspension of privilege to drivenotify the court of their intent to contest the traffic citation and secure a Company vehicle.court date. If the Company is required to pay a fine for a traffic or parking violation, the Company will identify the driver of the vehicle in question and will deduct the amount of such fine from that employee’s next pay check(s).) with the employee’s written authorization. Reimbursement is due within thirty (30) days after the Company notifies the employee. Any employee who fails to pay a fine by the due date or refuses to provide written authorization will be disciplined. Discipline will be rescinded upon payment of the fine and/or reimbursement to the Company. No disciplinary action shall be taken against employees who timely pay fines for traffic citations not resulting in property damage or personal injury incidents unless such violation(s) result in loss or suspension of privilege to drive a Company vehicle. Employees must notify the company in writing (paperwork provided by the department of motor vehicles) at the beginning of the first day returning to work of the loss of a driver’s license and/or driving privileges. Those ...
Disciplinary Action Guidelines. In cases where disciplinary action may be necessary, the following steps may be utilized by the supervisor with the employee. In most cases, action will be managed by the building principal/immediate supervisor, although there may be cases whereas the Superintendent or their designee may serve in the supervisory capacity if the immediate supervisor is not available or able to handle a specific incident or case. Depending on the situation, the following incremental disciplinary steps may be taken. An opportunity will be given to the staff member at the time of each step to express their account of the situation.
Disciplinary Action Guidelines. Unauthorized use of the PCS issued cellular device will result in appropriate disciplinary action being taken pursuant to School Board policy(s) 1140/3140/4140. Utilizing the district’s policy of progressive discipline, the disciplinary action may range from a caution through dismissal.
Disciplinary Action Guidelines. In cases where disciplinary action may be necessary, the following steps may be utilized by the supervisor with the employee. Step one and step two disciplinary actions will be facilitated by building level administrators. In most cases, steps 3 through 5 actions will be managed by the building principal/immediate supervisor, although there may be cases whereas the Superintendent or their designee may serve in the supervisory capacity if the immediate supervisor is not available or able to handle a specific incident or case. Depending on the situation, the following incremental disciplinary steps may be taken. An opportunity will be given to the staff member at the time of each step to express their account of the situation. Step One - Verbal Warning/Counseling is provided by the supervisor during the session, and the incident is discussed. A recap of the discussion will be sent to all parties at the meeting via email. Step Two - Letter of concern/written warning. A carbon copy of the warning will be filed in the working file of administration at the building level. Step Three - Letter of reprimand/final warning and a corrective action plan will be filed in the official personnel file at the district office. Step Four - Other disciplinary actions which may include suspension, administrative leave with or without pay, and/or reassignment. Step Five - Dismissal for non-probationary staff per the Teacher Employment, Compensation and Dismissal Act and Evaluation process as outlined in SB-191. The action that is taken depends on the severity of the incident and the judgment of the administrator in determining which action is most appropriate for both the specific situation and the employee. Steps may be skipped depending on the severity of the incident, especially situations involving students and/or staff safety or place the district in a potential position of liability. After 3 years, the employee may submit a request to Human Resources to have the written discipline removed and returned to the employee. The District and JMEA Negotiations Team agreed to develop a Joint Committee to discuss staff discipline. ● Current co-presidents ● UniServ Director ● Superintendent/Asst Superintendent/HR This team will meet annually starting early in the school year to review the following items. (This list is not inclusive of what the team can discuss and develop): ● Joint training for building reps and building administration (in their roles during disciplinary meetings). ...
Disciplinary Action Guidelines. Ordinarily, the County will use progressive discipline in correcting the behavior of a worker. The intent of progressive discipline is to be corrective in nature and allows for a worker to correct behavior. However, the circumstances of each case dictates the appropriate disciplinary response and the county reserves the right to skip one or all levels of discipline in appropriate circumstances. The facts and circumstances of the specific act, misconduct or performance deficiency, together with the employee's performance history, and the harm to public service, will be reviewed to determine the appropriate level of disciplinary action to be imposed. In general, this policy contemplates a two-tier approach when determining the level of appropriate discipline. Examples of this policy include, but are not limited to, the following:
a. The types of misconduct and poor performance that will usually result in an oral reprimand or written reprimand include limited incidents of tardiness and poor performance, minor acts of neglect of duty, incompetence, and violations of rules or policies that will be corrected by a reasonable level of discipline and supervision.
b. The types of misconduct and poor performance that will usually result in suspension or termination will include any instance of insubordination, violence, harassment, discrimination, theft, violation of a felony or any crime of moral turpitude, repeated poor performance or misconduct following any written reprimand, performance violation, performance improvement plan or corrective action plan, repeated acts of insubordination, neglect of duty, incompetence, or violation of any rule, law, or policy that may cause a risk or harm to any person.
