Common use of DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE Clause in Contracts

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.

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 ’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.

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 ’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.

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.; or 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 Employeremployer'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 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.

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-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 ’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.

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. ScopeX. Xxxxx: 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.

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. ScopeX. Xxxxx: 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 ’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.

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. ScopeX. Xxxxx : 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 =s performance. These reasons include but are not limited to: 1. that That the employee is incompetent or inefficient in the performance of the employee's =s duty; or; 2. that That the employee is an individual with a disability who with reasonable accommodation cannot perform the essential functions of the position; or 3. That the employee currently is not qualified for 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 =s performance, including the employee's =s most recent performance appraisals.; 2. Notify the employee in writing of the deficiency and provide an explanation of the Employer's 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 The performance standards/behavioral elements of the employee's =s position involved in each specification of unacceptable performance; c. a A description of the efforts made by the Employer employer to assist the employee in improving performance. 3. Meet with the employee to hear the employee's =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 =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.

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. ScopeX. Xxxxx: 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 =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 =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; or 3. that the employee currently is not qualified for the position. C. Before an employee in the skilled or professional service may be disciplined for performance-performance- related reasons, the appointing authority or designee shall: 1. Investigate the employee's =s performance, including the employee's =s most recent performance appraisals. 2. Notify the employee in writing of the deficiency and provide an explanation of the Employer's 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 =s position involved in each specification of unacceptable performance; c. a description of the efforts made by the Employer employer to assist the employee in improving performance. 3. Meet with the employee to hear the employee's =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 =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.

DISCIPLINARY ACTIONS RELATED TO EMPLOYEE PERFORMANCE. A. ScopeX. Xxxxx: 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-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.