Disciplinary Procedures. The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.
Disciplinary Procedures. Please describe your disciplinary procedures in the event of a security breach involving Client Data.
Disciplinary Procedures. 16.1 The Employer shall have the right to impose disciplinary actions on employees for just cause.
16.2 Disciplinary actions by the Employer shall include only the following actions:
Disciplinary Procedures. (a) The Head’s discretion to withdraw your child’s boarding place. In accordance with the Behaviour Management Policies, the Head may in his/her discretion withdraw the boarding place (either temporarily or permanently) if he/she considers that your child’s attendance, progress or behaviour (including behaviour outside school) is unsatisfactory and in the reasonable opinion of the Head the removal is in the School’s best interests or those of your child or other children.
(b) The Head may in his or her discretion require you to remove your child from the boarding facilities if the Head considers that:
(i) your behaviour or conduct (or the behaviour or conduct of one of you or your child): is unreasonable; and/or adversely affects (or is likely to adversely affect) your child's or other children's wellbeing at the School, or the wellbeing of School staff; and/or brings (or is likely to bring) the School into disrepute; and/or is not in accordance with your obligations under this contract; or because we have a legal right to end the contract because of something you have done;
(ii) your child’s attendance is unsatisfactory and, in the reasonable opinion of the Head , the removal is in the School’s best interests and/or those of your child or other children.
(c) We shall monitor your child's wellbeing within the boarding community and we shall advise you if we have any concerns. You may be asked to withdraw your child without being charged in lieu of notice if in the opinion of the Head the School cannot provide adequately for your child's particular needs.
(d) What happens if your child’s boarding place is withdrawn. Should the Head exercise his/her right under sub- clause 7(a) or 7(b) above you will not be entitled to any refund or remission of charges or supplemental charges due (whether paid or payable) and the deposit will be forfeited. When the deposit is forfeited the School will retain it. However, in such circumstances charges in lieu of notice will not be payable and any prepaid charges and/or supplemental charges will be refunded.
(e) The Behaviour Management Policies set out examples of offences likely to be punishable by the withdrawal of boarding facilities. These examples are not exhaustive, and the Head may decide that withdrawal of boarding facilities for a lesser offence is justified where there has been previous misbehaviour. All aspects of the pupil’s record at the School may be taken into account.
(f) The School will act in a way which is...
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance wi...
Disciplinary Procedures. 10.1. All employees shall be treated at all times in accordance with the principles of natural justice. These principles include:
10.1.1. the right to a fair hearing including adequate notice of what is alleged and a reasonable opportunity to respond to allegations, and
10.1.2. the right to an unbiased process of judgement.
10.2. Where the employer has concerns about the work performance or conduct of an employee, other than an employee within the minimum employment period specified by the Fair Work Act, or a short term casual employee, the following disciplinary procedure will apply.
10.3. The employee shall be advised of the alleged poor work performance or misconduct, that those concerns will be dealt with in accordance with these procedures, and that a possible outcome could be a disciplinary sanction such as termination of employment. The employee shall be provided with the opportunity to respond to any such allegations at a disciplinary meeting with the relevant supervisor. An employee subject to disciplinary proceedings may be assisted or represented in any disciplinary meeting by a support person of the employee's choice from the workplace, such as a colleague, or other nominated representative including a union representative.
10.4. Nothing in this procedure shall restrict the employer’s right to summarily dismiss an employee in circumstances that warrant summary dismissal.
10.5. If the concerns are not adequately addressed at the initial disciplinary meeting,
10.5.1. In case of poor performance a warning may be issued or
10.5.2. in the case of misconduct there may be a warning or employment may be terminated with or without notice, depending on the level of seriousness of the misconduct and any mitigating factors.
10.6. Where a warning is issued, the employer shall notify the employee of the reason for the warning and detail the standards of performance and/or conduct expected. In the case of unsatisfactory performance the employer will also set a timeframe for a review of performance, and will consider reasonable measures to assist the employee to meet the required performance standards, such as mentoring or training as appropriate. The warning shall also state the consequences of not meeting the required standards of performance and/or conduct, such as further disciplinary action which could include termination of employment.
10.7. If the problem continues the matter will be discussed with the employee at a second disciplinary meeting.
10.8. In...
Disciplinary Procedures. The principles of progressive discipline shall be followed. Oral reprimands will not be considered for progressive discipline purposes if one year has elapsed since the incident giving rise to the reprimand provided there have been no other disciplinary actions. Written reprimands will not be considered for progressive discipline purposes if two years have elapsed since the incident giving rise to the reprimand provided there have been no other disciplinary actions. However, the lapse of time shall not change the employee’s progressive step. For example, if an employee is at Step C below, the fact a reprimand is not considered will not remove the employee from Step C for progressive purposes. All discipline shall be for cause. However, offenses of a serious nature may result in discipline, up to and including termination, without regard to previous reprimands or discipline.
1) For a first offense warranting progressive discipline, an employee may be given a “verbal” warning by his/her director. In situations where verbal warnings are issued, the principal/director shall notify the person being disciplined in writing and file this warning in the director/principal’s office file. The warning shall inform the employee of the nature of the problem and steps needed to correct the problem.
2) For a second offense, the employee shall be given a written reprimand or warning which will be placed in his/her personnel file. The reprimand shall inform the employee of the nature of the problem and steps needed to correct the problem.
3) For a third offense, the immediate director shall request an administrative hearing conducted by the superintendent or designee. The superintendent may suspend the employee for up to three (3) days.
4) For a fourth offense, following an administrative hearing, the superintendent may suspend the employee for up to ten (10) days.
5) For a fifth offense, following an administrative hearing, the superintendent may terminate the employee. If the employee is a dual job employee, all contracts will be terminated.
6) Serious incident or danger - If an employee engages in a serious incident or acts in a way to pose a serious danger to self, other persons or board of education property, the superintendent or designee may suspend the employee without pay for up to ten (10) working days pending an administrative hearing. If the employee is a dual job employee, the suspension applies to all contracts, and athletic/field trip assignments, if applicab...
Disciplinary Procedures. 26.1 The Corporation expects reasonable standards of performance and conduct from its employees. Details of the Corporation’s Procedures can be found at [INSERT LOCATION] together with the Staff Code of Conduct.
26.2 You may from time to time be required to participate in some capacity in a disciplinary procedure.
Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 27 of this Agreement and the Civil Services and Personnel Rules and Regulations.
B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs.
C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated.
D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an Employee Assistance Program or a drug or alcohol rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance, or by a positive test result on a confirmation test while participating in or after completion of the program.
E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an Employee Assistance Program or a drug or alcohol rehabilitation program.
F. Employees participating in an Employee Assistance Program or a drug or alcohol rehabilitation program may be considered as being in a temporary limited duty status.
G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug related problem if the employee has not previously tested positive for drug use, entered an Employee Assistance Program for drug related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the agreement as a means of protection from disciplinary action.
Disciplinary Procedures.
28.1 Representation
A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available.
B. Employees seeking representation are responsible for contacting their representative.
C. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation.
28.2 Discipline
A. Employers will not discipline any permanent employee without just cause.
B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee.
C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations.
D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure.
E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion.
F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.
