Disciplinary Policy Clause Samples

Disciplinary Policy. (Schedule Two)

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. The COMPANY'S 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/her 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. While we do not anticipate any problems, we must mention our discipline policy.

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. The Employer’ discipline policy is outlined in the Employer’s “Progressive Disciplinary Policy,” which is subject to revision from time to time. Should the Employer revise the disciplinary policy, the Union shall be provided a minimum of 14 days’ prior notice of any change.

Disciplinary Policy. 11.1 An employee can be disciplined for any reason constituting just cause. Depending on the seriousness of the offense and the employee’s record of previous conduct, disciplinary action can 11.2 Following are the usual actions taken in sequence in dealing with employee offenses. It is not required that every step be taken in every case; gross and extreme misconduct can result in a recommendation for immediate dismissal. Bargaining Unit employees shall have the right to Union representation at all disciplinary proceedings. Management will provide the Business Manager, Shop ▇▇▇▇▇▇▇ and charged employee with its disposition within ten working days of the pre-disciplinary hearing.

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.