Disciplinary Actions Permitted Sample Clauses

Disciplinary Actions Permitted. The Employer may take the following disciplinary actions against any employee:

Disciplinary Actions Permitted. A. The College may impose any disciplinary action no later than 30 days after a supervisor or manager, including any chair or ▇▇▇▇ but excluding faculty, acquires knowledge of the misconduct for which the disciplinary action is imposed. B. The College may take the following disciplinary actions against any employee: 1. give the employee a written reprimand; 2. direct the forfeiture of up to 15 work days of the employee’s accrued annual leave;

Disciplinary Actions Permitted. ‌ The University may take the following disciplinary actions against any employee: 1. give the employee a written reprimand. 2. suspend the employee from one to five days without pay; 3. deny the employee a pay increase. 4. demote the employee to a lower paying grade/classification; or 5. with prior approval of the President’s designee: a. terminate the employee’s employment without prejudice; or b. if the University finds that the employee’s actions are egregious to the extent that the employee does not merit employment in any capacity with the University System of Maryland or the State, terminate the employee’s employment, with prejudice.

Disciplinary Actions Permitted. The Center may take the following disciplinary actions against an employee; the severity of the offense would determine level of discipline: 1. Verbal warning (with counseling memo notice to file) 2. Written reprimand; 3. Leave with pay; 4. Forfeiture of annual leave; 5. Suspension without pay; 6. Denial of annual merit increase; 7. Demotion to a lower pay grade; and 8. Removal from employment.

Disciplinary Actions Permitted. A. The College may impose any disciplinary action no later than 30 days after a supervisor or manager, including any chair or ▇▇▇▇ but excluding faculty, acquires knowledge of the misconduct for which the disciplinary action is imposed. B. The College may take the following disciplinary actions against any employee: 1. give the employee a written reprimand; 2. direct the forfeiture of up to 15 work days of the employee’s accrued annual leave; 3. suspend the employee without pay. An employee may be suspended without pay, no later than five (5) workdays following the close of the employee’s next shift after the College acquires knowledge of the misconduct for which the disciplinary action is imposed. Saturdays, Sundays, legal holidays, and leave days of any kind are excluded in calculating the five (5) workday period. 4. deny the employee an annual pay increase; 5. demote the employee to a lower pay grade; or 6. with prior approval of the President: 6. terminate the employee’s employment, without prejudice, or; if the College finds that the employee’s actions are egregious to the extent that the employee does not merit employment in any capacity with the College, terminate the employee’s employment, with prejudice. 7. direct up to 3 workdays of emergency suspension of the employee, with pay, to immediately remove the employee from the workplace when the College believes that the employee: a. poses a threat to self, another individual or College property; or b. is incapable of properly performing the employee’s duties because of extraordinary circumstances. In determining the appropriate level of discipline, the College agrees to abide by the tenets of progressive discipline; however, that does not mean that the list of disciplinary actions above are listed to show a particular order of disciplinary action that must be followed in every circumstance, nor to indicate that each step listed needs to be taken prior to a heightened level of discipline, nor that the first time an employee is disciplined, that disciplinary action should be the type of discipline listed in item (a). The College shall discipline an employee in the manner it determines to be appropriate given the reason for the discipline and other relevant circumstances, including the severity of the misconduct or performance issue leading to the discipline and the relevant history of discipline. Progressive discipline does not require supervisors to impose harsher penalties than are necessary to insp...

Disciplinary Actions Permitted. The University may take the following disciplinary actions against any employee: A. Give the employee a written reprimand. B. Suspend the employee from one to Five days without pay; deny the employee a pay increase. C. Demotion Lower pay grade/classification or with prior approval of the President or designee.

Disciplinary Actions Permitted. 26 The Center may take the following disciplinary actions against an employee: 27 1. Written reprimand; 28 2. Leave with pay; 29 3. Forfeiture of annual leave; 30 4. Suspension without pay; 31 5. Denial of annual merit increase; 1 6. Demotion to a lower pay grade; and 2 7. Removal from employment. 3

Disciplinary Actions Permitted. A. An employee’s supervisor may request action appropriate to the nature and severity of the offense or unacceptable performance and has the following options available. Items #2 - #5 listed below require prior approval from the Human Resources Office. 1. Oral reprimand or warning: Supervisor prepares a memorandum of record for the department file. 2. Written reprimand, warning, or notification of unacceptable performance: Supervisor prepares a memorandum to the employee, obtains approval from the Human Resources Office, and forwards a copy to the Human Resources Office for inclusion in the employee’s personnel file.