DISCIPLINARY PRINCIPLES Sample Clauses

DISCIPLINARY PRINCIPLES. ‌ 6.1 Disciplinary processes will be undertaken in accordance with the Academic Staff Disciplinary Procedures and the principles of procedural fairness and good faith. Where appropriate, any concerns about staff conduct and performance will be dealt with informally. The Employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the employee will: (a) Be fully and fairly informed of the allegation of allegations against them; (b) Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/poor performance, including by being: i. Provided with all information generated by the investigation; ii. Notified of potential disciplinary outcomes at the outset; and (c) Given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. (d) Have their responses considered with an open mind; (e) Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); (f) Have the right to representation at all stages of the process. The Employer also agrees that: (a) Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; (b) Any warnings will be issues with the approval of a Human Resources Manager or Advisor; (c) In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and (d) Employees shall be advised of their right to challenge any disciplinary decision. Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

DISCIPLINARY PRINCIPLES. 29.1 Disciplinary processes shall be undertaken in accordance with the Disciplinary Procedures for Professional Staff and the principles of procedural fairness and good faith.

DISCIPLINARY PRINCIPLES. The Employer believes that a clearly written discipline policy will serve to promote fairness and equality in the work place and will minimize potential misunderstandings among Employees in disciplinary matters. Furthermore, the Employer believes that certain basic principles, set forth below, must consistently be applied in order to effectively and fairly correct unsatisfactory job behavior. (A) Employees shall be advised of expected job behavior and the types of conduct that the department has determined to be unacceptable behavior. (B) Immediate attention shall be given to policy infractions. (C) Discipline shall be applied uniformly and consistently throughout the department and any deviations from standard procedure must be well documented. (D) Each offense shall be dealt with as objectively as possible. (E) Discipline shall be progressive, except when the infraction or misconduct is of such a dire nature that a greater penalty is appropriate. (F) An Employee's immediate Supervisor, Administrator, Director and/or Board of Commissioners shall be responsible for recommending/administering discipline. (G) A Union representative shall be permitted to represent a Bargaining Unit member at any meeting or hearing relative to discipline of that member at the discretion of the Bargaining Unit member. Upon request of a bargaining unit member, an employee union representative shall be permitted to be present as an observer during any meeting in which a bargaining unit member is required to respond to questioning in an investigative interview which could lead to disciplinary action against that bargaining unit member. (H) A pre-disciplinary hearing on any charges other than a written or verbal reprimand shall be provided before formal charges are made. A notice of a pre- disciplinary hearing shall be provided to the Employee which shall state, in general terms, the reason for the pre-disciplinary hearing. The notice shall fix the time and date for the pre-disciplinary hearing, which shall not be within twenty-four hours after delivery of the notice. A copy of a notice of a pre-disciplinary hearing shall be provided to the Union President, unless otherwise specified by the employee. (I) A pre-disciplinary hearing shall not be necessary when the actions of the Employee require his/her immediate physical removal from the premises. A pre- disciplinary hearing shall be held within three (3) working days of the suspension.

DISCIPLINARY PRINCIPLES a. The parties to this Collective Agreement are committed to working together to create a responsive, enthusiastic and respectful work environment, one dedicated to providing quality, cost effective public services; achieving high standards of personal and group performance; and resolving issues constructively and for the common good. To that end, the parties are committed to: i. Creating a workplace that requires Employees and management to demonstrate mutual respect; ii. Building a progressive labour management relationship that provides the Employer with the opportunity to meet legitimate corporate interest; iii. Maintaining the dignity of Employees; iv. Providing support and guidance to those Employees required to improve performance; and v. Providing safeguards against unjust discipline by adhering to a sound discipline policy that encourages self-rehabilitation. b. The intent is that discipline should be progressive and begin with a verbal warning, however depending on the seriousness of the offence the Employer reserves the right to administer discipline appropriate and proportionate to the offence. c. Subject to the above, the normal pattern for progressive discipline shall be: i. A first level reprimand, ii. A second level reprimand, iii. A third level reprimand and one (1) day suspension without pay, iv. A fourth level reprimand and three (3) day suspension without pay, v. Dismissal. d. An occurrence of previous discipline shall not be used to support a higher level of discipline of a subsequent offence if twenty-four (24) months have passed without any intervening disciplinary offences. Any month in which the Employee is absent for ten (10) or more working days shall not count towards this period. e. An Employee shall not be dismissed without just cause. In a case of dismissal, the Employee will be notified in writing of the reasons for the dismissal and given the opportunity to meet with Human Resources and Town Manager (or their delegates) with the assistance of a ▇▇▇▇▇▇▇ or Union Representative, if requested, to review the facts outlined in the dismissal letter.

DISCIPLINARY PRINCIPLES. 54.1 The University is committed to ensuring procedural fairness with respect to all decisions made on the taking of Disciplinary Action against any of its Employees. All decisions to terminate employment shall be in accordance with this Agreement. 54.2 Where the University has formed the view that Disciplinary Action is to be taken, the Employee will be allowed the opportunity to present any evidence that they may seek to rely on as mitigating circumstances or other matters in their defence. 54.3 An Employee whose conduct is subject to the clauses of this Part of the Agreement may seek advice and assistance from a representative of the Union or a support person. 54.4 Once a matter has commenced under this Part of the Agreement neither the University nor the affected Employee or the Union can refer the matter to be dealt with under the University grievance processes or under the Dispute Resolution procedures contained in Clause 60- Dispute Resolution of this Agreement. 54.5 If the allegations are of a type that may lead to termination of employment, the Employee may be suspended immediately with or without pay. 54.5.1 During any period of suspension, the Employee may be excluded from the University provided that they will be permitted reasonable access to the institution for the preparation of their response and to collect personal property. 54.5.2 Suspension may occur at any time during the processes relating to unsatisfactory performance or misconduct. 54.5.3 Suspension without pay will not be unduly long as a result of actions or omissions of the University.