Disciplinary Guidelines. When, in the judgment of a Sheriff’s Office supervisor, an employee has committed an act or omission which justifies a reprimand, demotion, suspension without pay, or discharge from employment, disciplinary action may be imposed. While the concept of progressive discipline is recognized in the usual case, the Sheriff reserves the right to initiate the type of discipline deemed appropriate to the alleged violation based upon the nature and severity of the offense.
Disciplinary Guidelines. A. The purpose of discipline is to administer equitable and consistent discipline for unsatisfactory conduct in the workplace. The County’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
Disciplinary Guidelines. Disciplinary action is designed not only to correct misconduct, but also to encourage and motivate students to become responsible citizens of the school community. To that end, the teachers and administrators use their professional judgment to determine appropriate disciplinaryaction based on the following: • Seriousness of the offense • Grade level • Frequency of misconduct • Effect of misconduct on the school environment
Disciplinary Guidelines. Members who do not follow the Club Code of Conduct will be disciplined as stated in the Disciplinary Guidelines; found in our Parent Handbook. Members may be prohibited from attending field trips as a consequence of persistent behavior concerns. There are no refunds for members who are suspended or expelled from Summer Camp due to disciplinary action.
Disciplinary Guidelines. 1. Discipline, up to but not including nonrenewal, shall be administered only for reasonable cause provided that such protection shall not apply until an employee has been employed as a Paraeducator for the District for at least twelve (12) months. ARTICLE XI: ASSIGNMENTS, TRANSFERS, VACANCIES, AND PROMOTIONS
Disciplinary Guidelines. The Organisation’s grievance and disciplinary policy and procedures are set out in the organisations policy and procedure manual.
Disciplinary Guidelines. Step 1: First counselling meeting - reprimand A counselling meeting with the employee is arranged for the purpose of discussing the incident/problem concerning his/her work that has come to the attention of management. An opportunity is given for the employee to have another person present at the interview, if this is deemed to be appropriate for the first counselling meeting:
Disciplinary Guidelines. The purpose of discipline is to administer equitable and consistent discipline for unsatisfactory conduct. Disciplinary action may be imposed at any step of the disciplinary process depending on the severity of the problem and/or the number of occurrences: Letter of Reprimand; Suspension without pay; Demotion; or Termination from employment. Progressive discipline means that, with respect to most disciplinary problems, the following steps will normally be followed: a first offense may call for a letter of reprimand; a next offense may lead to suspension without pay; and still another offense may then lead to termination of employment. While it is impossible to list every type of behavior that may be deemed a serious offense, some examples include theft, assault, falsification of records or documents, etc.; we recognize there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. The County’s use of progressive discipline is intended to correct most employee problems at an early stage, benefiting both the employee and the County of Yuba.
Disciplinary Guidelines. The following procedure is to be interpreted as a guideline only and does not prevent the Company from instigating disciplinary action at any step, depending on the circumstances of the event.
Disciplinary Guidelines. While circumstances can vary from case to case, consistency of treatment and discipline appropriate to the offence is very important and each supervisor/manager will try to handle each case appropriately. The following progressive discipline guidelines will be followed regarding the administration of discipline for minor violations of company rules:
