DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE Sample Clauses

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. Scope: This article applies to an employee in the skilled and professional services. B. The appointing authority may discipline an employee for reasons related to the employee's performance. These reasons include but are not limited to: 1. that the employee is incompetent or inefficient in the performance of the employee's duty; or 2. that the employee is an individual with a disability who with reasonable accommodation cannot perform the essential functions of the position. C. Before an employee in the skilled or professional service may be disciplined for performance-related reasons, the appointing authority or designee shall: 1. Investigate the employee's performance, including the employee's most recent performance appraisals. 2. Notify the employee in writing of the deficiency and provide an explanation of the Employer's position. The notice shall include: a. Specific instances of unacceptable performance by the employee on which the proposed action is based; b. the performance standards/behavioral elements of the employee's position involved in each specification of unacceptable performance; c. a description of the efforts made by the Employer to assist the employee in improving performance. 3. Meet with the employee to hear the employee's explanation, unless the employee is unavailable or unwilling to meet; and 4. After determining the appropriate discipline, give the employee written notice of the disciplinary action to be taken, and the employee's appeal rights, and inform the employee of the effective date of the disciplinary action. D. Between the time an appointing authority notifies the employee of the disciplinary action and the time of the imposition of the discipline, the appointing authority may rescind the discipline. E. Except in the case of an annual performance appraisal, within 30 days after the appointing authority acquires knowledge of performance-related reasons for which disciplinary action may be imposed, the appointing authority shall take each of the actions required in Section C of this article. The time period may be extended for any time that the employee is unavailable. F. In the case of an annual performance appraisal, the appointing authority shall impose discipline within 30 days after the time period specified in Section G of this Article.
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DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. Scope: This article applies to an employee in the skilled and professional services. B. The appointing authority may discipline an employee for reasons related to the employee's performance. These reasons include but are not limited to: that the employee is incompetent or inefficient in the performance of the employee's duty; or that the employee is an individual with a disability who with reasonable accommodation cannot perform the essential functions of the position. C. Before an employee in the skilled or professional service may be disciplined for performance-related reasons, the appointing authority or designee shall: Investigate the employee's performance, including the employee's most recent performance appraisals. Notify the employee in writing of the deficiency and provide an explanation of the Employer's position. The notice shall include: a. Specific instances of unacceptable performance by the employee on which the proposed action is based; b. the performance standards/behavioral elements of the employee's position involved in each specification of unacceptable performance; c. a description of the efforts made by the Employer to assist the employee in improving performance.
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DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. Section 1. Scope This article applies to an employee in the skilled and professional services.
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DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. 58 ARTICLE 23. GRIEVANCES 60 ARTICLE 24. TRAVEL 60 ARTICLE 25. INSURANCE AND BENEFITS 61 ARTICLE 26. EMPLOYEE ASSISTANCE PROGRAM 63 ARTICLE 27. DRUG AND ALCOHOL TESTING 64 ARTICLE 28. EMPLOYEE FACILITIES 64 ARTICLE 29. CASE LOAD MANAGEMENT GUIDELINES 65 ARTICLE 30. UNIFORMS AND EQUIPMENT 66 ARTICLE 31. DISPUTE RESOLUTION PROCEDURE 67 ARTICLE 32. ACCOUNTABILITY 69 ARTICLE 33. MID-CONTRACT NEGOTIATIONS 69 ARTICLE 34. MISCELLANEOUS 70 ARTICLE 35. SAVINGS 71 ARTICLE 36. CHILD CARE 71 ARTICLE 37. WORK STOPPAGES 71 ARTICLE 38. HEALTH AND SAFETY 71 ARTICLE 39. LAYOFFS AND SEPARATIONS FOR LACK OF APPROPRIATION 77 ARTICLE 40. LIGHT OR MODIFIED DUTY ASSIGNMENT 78 ARTICLE 41. LOCAL SIDE AGREEMENTS 78 ARTICLE 42. CLOSURE COMPLETION AND SEVERABILITY 78 ARTICLE 43. DEFINITIONS 79 ARTICLE 44. CONVERSION OF CONTRACTUAL EMPLOYEES 79 ARTICLE 45. PRIVACY 80 ARTICLE 46. DURATION 82 MOU FOR BARGAINING UNITS A, B, C, D, AND F PREAMBLE‌ This Memorandum of Understanding ("Agreement" or “MOU”) is entered into by the State of Maryland("Employer" or “State”) and the American Federation of State, County and Municipal Employees, AFL-CIO ("Union" or “AFSCME”), and has as its purpose the promotion of harmonious relations between the Employer and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences without disruption in the workplace; and includes the agreement of the parties on the standards of wages, hours and other terms and conditions of employment for the Bargaining Unit A, B, C, D, and F employees covered hereunder. The Employer recognizes the commitment of the Union and employees to organizational efficiency and high quality services and will actively encourage the sharing of concerns regarding management practices, policies and procedures. It is understood that agreements on issues requiring approval by the General Assembly of Maryland are tentative pending approval of the General Assembly of Maryland. The provisions of this Agreement shall in no way diminish or infringe any rights, responsibilities, power or duties conferred by the Constitution of the State of Maryland, the Annotated Code of Maryland and the Collective Bargaining Law (Title 3, State Personnel and Pensions Article and Title 22, State Government Article) and all laws are hereby incorporated in this Agreement as if fully set forth herein, and in the event of a conflict between this Agreement and the law, the law shall prevail.
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DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE 
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Related to DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Employee Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Disciplinary Sanctions Sanctions shall be limited to written reprimand, suspension with pay, suspension without pay, denial of salary increase, temporary reduction of salary and discharge.

  • Employee Personnel Files 24-1 It is recognized by the parties that the School District may prescribe regulations for the custody, use and preservation of the records, papers, books, documents and property pertaining to the School District. However, to the extent that any records, papers, or other documents covering Employees of the Association do not relate to pre-employment data, every Employee shall be allowed to review the personnel file at any reasonable time upon request. No Employee's request shall be deferred for more than seven (7) School Days for a central office file and no more than two (2) School Days for a site location file excluding weekends and holidays. If any Employee is involved in a grievance regarding matters in the personnel file which may be material, an Association officer or other Association Representative with the written approval of the Employee may also be granted access to the Employee's personnel file at reasonable times where such access is authorized in advance by the Employee. The District shall provide copies of all legally permissible information pertinent to the grievance. 24-2 A copy of each written report, comment, or reprimand concerning an Employee which the School District places in the Employee's personnel file shall be provided that Employee. The Employee must sign the personnel copy of the report, comment, or reprimand as directed as acknowledgment of receipt of a copy of the document. Such signature may not be construed as agreement to the contents of the document. Upon request, an Employee shall be provided, at the prevailing rate per page, a reproduction of any material, excluding any pre-employment documents, in the Employee's file. Unless requested by the Association, such a request may not be made more than one time per year. 24-3 Any written response by the Employee to any written report, comment, or reprimand will also become a part of the Employee's personnel file and will remain a part of said file as long as the report, comment, or reprimand responded to remains a part of the file. In order to insure that the response is not inadvertently overlooked, the Employee will note under his or her signature on the report, comment, or reprimand at the time the response is delivered that a response has been made and the document will be countersigned by the receiving administrator and shall be attached to the supervisor's document. If an Employee desires to make a written response to any written report, comment, or reprimand issued by the Immediate Supervisor or Appropriate Administrator, the Employee's response must be made within twenty (20) days. Upon written request of the Employee, a waiver of the time limits by the Appropriate Administrator, not to exceed twenty (20) days, may be granted, which will not be unreasonably withheld. When a copy of the Immediate Supervisor's or Appropriate Administrator's written document is forwarded to any other location, a copy of the Employee's written response must be attached. 24-4 Upon review of the personnel file, an Employee may respond to documents, comments, or reprimands contained therein that the Employee believes to be inaccurate. The Employee's response shall be directed to the Superintendent's designee. If upon investigation by the Superintendent's designee it is determined that the Employee's response is accurate, the response shall become part of the Employee's personnel file or the comment, document, or reprimand in question may be removed by the Superintendent's designee. The determination as to whether the Employee response is accurate and whether said response shall become part of the Employee's personnel file or the comment, document, or reprimand in question shall be removed are determinations that shall be grievable. The Performance Evaluation Report shall remain a permanent part of the Employee's personnel file. If it is determined that the information contained within the evaluation is not substantiated as factual, the District shall replace the evaluation with a corrected copy. 24-5 It is the School District's intention that work rules, policies, and procedures are to be interpreted and applied uniformly to all Employees under similar circumstances.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

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