Disciplinary Policy. (Schedule Two)
Disciplinary Policy.
1. The City agrees that it shall only discipline or discharge bargaining unit members for cause. The term “discharge” shall not include termination of employment directly caused by departmental reduction or restructuring.
2. The bargaining unit member has the right to request a union representative at any meeting where disciplinary matters are discussed.
3. Disciplinary action will normally be taken in the following order:
a. Verbal warning
b. Written warning
c. Suspension
d. Discharge
4. The parties recognize that certain infractions are sufficiently serious to merit immediate suspension or discharge. Nothing herein shall serve to deprive any bargaining unit member of his/her rights under law.
Disciplinary Policy. XXXXXXX corporate view is that the disciplinary procedure is not designed to punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, each manager is cautioned with the need to believe that the employee has corrected his problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.
Disciplinary Policy. The Disciplinary rules applicable to you are set out in the document called “Disciplinary Policy”. You are strongly advised to read them. These rules do not form part of your contract and may vary from time to time. You should note that, if you choose to resign after being notified that you are subject to disciplinary proceedings, those proceedings will continue in any event and you will be required to attend any hearing etc.
Disciplinary Policy. The following actions may result in disciplinary action, including but not limited to immediate suspension of the contract pending investigation, immediate termination of this contract, and dis-enrollment from the Part C Provider Network. The revocation, suspension or limitation of a provider’s health care license The revocation, suspension or limitation of a provider’s right to participate in the Medicaid program; Findings of professional misconduct or incompetence by any governmental entity or professional organization with competent jurisdiction; Failure to provide competent service or to comply with Early Steps Policy Handbook and Operations Guide. Findings of fraud, embezzlement, acts of moral turpitude, dishonesty, or any other acts which might adversely affect Children's Medical Services, HPC, or Early Steps clients or families; Legal incompetence, repeated or untreated substance abuse or total and/or permanent incapacity; Failure to comply with the CMS provider approval and re-approval processes and criteria; Willful falsification of any documents including, but not limited to, enrollment documents, training documents, invoices, mileage logs, children’s records.
Disciplinary Policy. WSU’s ATP has established a disciplinary policy to deal with any infractions of this Policies and Procedures Manual. If at any point an ATP faculty member or preceptor believes an Athletic Training Student (ATS) has committed such an offense, they should complete an ATS Concern Form (located in ATrackTM) and meet follow up with a concerned conference. Every attempt should be made to include the Athletic Training Program Director, or if not available, an ATP faculty member in any meeting. Examples of violations include, but are not limited to the following: • Derogatory comments regarding the ATP, faculty/staff, and/or fellow students or any action that negatively reflects on the ATP, university, or profession. o Any derogatory comments posted on any social media sites are grounds for immediate dismissal from the WSU ATP. • Unexcused absences or inappropriate notification of scheduling conflicts (less than 24 hrs.) • Chronic tardiness • Insubordination • Unprofessional behavior or conduct unbecoming an athletic training student • Dress code violations • Sexual harassment • Theft/vandalism • HIPAA and/or FERPA violations • Inappropriate cell phone usage in class or clinical sites (see Student Responsibilities) • Incorrect documentation of clinical hours or experiences During the meeting, the involved AT preceptor/faculty member shall list the concern(s) and then both parties shall discuss and come to a consensus on steps to resolve the issue(s). In addition, the Program Director reserves the right to identify additional penalties as needed. The Concern Form will be placed in the ATS’ ATP file with copies distributed to the appropriate ATs and to the ATS. If the ATS is involved in any two (2) concerned conferences in one (1) academic year or three (3) during their tenure in the ATP, they may be subject to dismissal from the ATP.
Disciplinary Policy. While we do not anticipate any problems, we must mention our discipline policy.
Disciplinary Policy. All employees have a responsibility to familiarise themselves with this policy so that they are fully aware of the type of behaviour which may lead to a warning or dismissal. Ignorance of the rules will not be accepted as an excuse if a breach occurs.
Disciplinary Policy. No employee shall be disciplined but for just cause. Any discipline shall be commensurate with the alleged violation and shall be progressive and corrective in nature.
Disciplinary Policy. Principles - The following principles will apply to situations which may warrant discipline:
a) Corrective action will normally include verbal warning (reference point (e) below), written warning, suspension and termination .
b) The nature of corrective action which is imposed by management will depend on the nature and severity of the incident(s), offence(s) and infraction(s) .
c) A single serious incident/offence/infraction may result in suspension or in termination if it is deemed to be a culminating incident .
d) Depending on all of the circumstances, a given level of corrective action may be repeated or may be by-passed in favour of a more severe level of discipline .
e) The verbal warning step of discipline is considered to be a written coaching letter, to be utilized for performance issues including those relating to motor vehicle accidents (as opposed to violations of employer rules including SOP’s) when the coaching is to be relied on for progressive discipline . Verbal warnings will be removed from the employee’s files after 18 months (unless lesser period otherwise negotiated and agreed) if no further related performance concerns are noted during the 18 months; periods of extended absence will be excluded from the determination of the 18 month period .
