Disciplinary Decisions Clause Samples
The Disciplinary Decisions clause outlines the procedures and authority for making determinations regarding employee misconduct or breaches of workplace rules. Typically, this clause specifies who within the organization is empowered to investigate incidents, what steps must be followed during the disciplinary process, and the possible outcomes or sanctions that may be imposed, such as warnings, suspension, or termination. Its core function is to ensure a fair, transparent, and consistent approach to handling disciplinary matters, thereby protecting both the organization and employees from arbitrary or unclear disciplinary actions.
Disciplinary Decisions. (a) There will be two separate tracks for progressive discipline – attendance-related offences and non-attendance-related offences. Attendance-related misconduct includes lateness, leaving early, absence without leave (including ‘no reports’), violation of rules relating to attendance at work, and other forms of culpable absenteeism.
(b) Within ten (10) working days of discovering misconduct by an employee, the Company will meet with the employee to communicate its disciplinary decision.
Disciplinary Decisions. 7.1 If a T/Op is reduced in grade and wishes to return to the Train Grades the rate of pay for a T/Op will recommence at the end of the period of reduction or on re-qualification if this was stipulated at the Company Disciplinary Interview. They will then be placed at the top of the waiting list for their home depot and be able to seek a T/Ops vacancy elsewhere until a vacancy arises at their home depot. On return to their original home depot they will take up their position in the pool based on their previous depot seniority frozen from the date that they ceased to be a T/Op.
7.2 If, as part of a sanction, a CDI panel decides to move a T/Op from his home depot to another depot the decision of which depot the T/Op moves to will be decided at the Movements Committee based on the evidence provided. If required, in order to hasten a move, this can be done via telephone or email and ratified at the following Movements Committee meeting.
Disciplinary Decisions. Should the have any question or grievance or be dissatisfied with any disciplinary decision concerning his employment hereunder, he should refer it to the Board whose decision shall be final and binding.