Common use of - Disciplinary Administration‌ Clause in Contracts

- Disciplinary Administration‌. A. Prior to a determination being made by the supervisor that an alleged offense may warrant discipline, the supervisor is free to interview any potential witnesses without first notifying the Employee or the Union. This is part of the preliminary investigation to determine if the allegation is accurate and warrants discipline or further investigation. B. Disciplinary action will be administered on a case-by-case basis in a consistent and fair manner. The discipline imposed will depend upon intent and mitigating circumstances, including the Employee's past record, length of service, existence of past discipline, and the potential detriment to the Employer resulting from the action. C. Suspension or dismissal may be appropriate for the first offense only for serious rule violations like theft, physical assault or fighting, verbal threat of bodily harm, dishonesty, intentional falsification of official records, possession or being under the influence of prohibited narcotics during duty hours, being under the influence of alcohol during duty hours, gross negligence or gross insubordination.

- Disciplinary Administration‌. A. Prior to a determination being made by the supervisor that an alleged offense may warrant discipline, the supervisor is free to interview any potential witnesses without first notifying the Employee or the Union. This is part of the preliminary investigation to determine if the allegation is accurate and warrants discipline or further investigation. B. Disciplinary action will be administered on a case-by-case basis in a consistent and fair manner. The discipline imposed will depend upon intent and mitigating circumstances, including the Employee's past record, length of service, existence of past discipline, and the potential detriment to the Employer resulting from the action. C. Suspension or dismissal may be appropriate for the first offense only for serious rule violations like theft, physical assault or fighting, verbal threat of bodily harm, dishonesty, intentional falsification of official records, possession or being under the influence of prohibited narcotics during duty hours, being under the influence of alcohol during duty hours, gross negligence or gross insubordination. 14.04 Employee Rights‌‌

- Disciplinary Administration‌. A. Prior X. Xxxxx to a determination being made by the supervisor that an alleged offense may warrant discipline, the supervisor is free to interview any potential witnesses without first notifying the Employee or the Union. This is part of the preliminary investigation to determine if the allegation is accurate and warrants discipline or further investigation. B. Disciplinary action will be administered on a case-by-case basis in a consistent and fair manner. The discipline imposed will depend upon intent and mitigating circumstances, including the Employee's past record, length of service, existence of past discipline, and the potential detriment to the Employer resulting from the action. C. Suspension or dismissal may be appropriate for the first offense only for serious rule violations like theft, physical assault or fighting, verbal threat of bodily harm, dishonesty, intentional falsification of official records, possession or being under the influence of prohibited narcotics during duty hours, being under the influence of alcohol during duty hours, gross negligence or gross insubordination.