Common use of Disciplinary Procedures Clause in Contracts

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 applicable. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.

Disciplinary Procedures. Section 12.1. Reasonable disciplinary action shall be given for just cause and will include one of the following: X. Xxxxxx warning; B. One or more written warnings; C. Suspension with or without pay; and D. Discharge from employment. The Engineer agrees that principles of progressive discipline corrective action will be followed with respect to minor offenses as determined by the County Engineer. Section 12.2. Records of verbal warnings shall be followed. Oral reprimands will not be considered cease to have force and effect twelve (12) months after the effective date of such warnings, providing there is no intervening disciplinary action for progressive discipline purposes if one year has elapsed since the incident giving rise to the reprimand provided there have been no other disciplinary actionsany similar offenses during that time. Section 12.3. Written reprimands will and/or suspensions shall cease to have force and effect twenty-four (24) months after the effective date of such action providing there is no intervening written notice of disciplinary action during the twenty-four (24) month period. Disciplinary measures that have ceased to have force and effect shall 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 used in determining subsequent 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 disciplineaction. 1) For a first offense warranting progressive discipline, an employee may be given a “verbal” warning by his/her directorSection 12.4. 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 An employee shall be given a copy of any written reprimand warning, written reprimand, or warning which will be placed in other written disciplinary action entered on his/her personnel filerecord. The reprimand employee shall inform sign acknowledging receipt of said disciplinary action. Section 12.5. Any employee who has been disciplined by suspension or discharge will be given a written statement describing the reason or reasons for which he has been suspended or discharged. In the case of suspension, he will be advised of the duration of the suspension. Section 12.6. If the supervisor or other representative of the Engineer has reason to discipline an employee, it shall be done in a businesslike manner and in a private meeting that will not embarrass the employee before other employees or the public. A. Whenever the Engineer or his designee determines that an employee has engaged in conduct which may result in a suspension without pay, a reduction in pay or termination of employment, a pre-disciplinary conference will be scheduled to afford the employee an opportunity to offer an explanation of the nature alleged conduct. B. Should the Engineer decide it is necessary he may suspend the employee(s) involved, with pay until the time of the problem and steps needed to correct the problemhearing. 3) For a third offense, the immediate director shall request an administrative hearing C. Pre-disciplinary conferences will be conducted by the superintendent Engineer or designeean individual selected by the Engineer. D. Not less than twenty-four (24) hours prior to the scheduled starting time of the conference, the Engineer will provide a "Notice of Pre-Disciplinary Conference" to the employee outlining the charges which may be the basis for the disciplinary action. E. At the pre-disciplinary conference, the Engineer or designee will ask the employee to respond to the allegations of misconduct which were outlined to the employee. Failure to respond or an untruthful response may result in further disciplinary action. F. At the conference, the employee may present any testimony, witness or documents relevant to the matter at hand. The superintendent employee may suspend be represented by any person he/she chooses, however, a representative of the employee for up Union will be permitted to three (3) daysbe present. It is the employee's responsibility to notify any witnesses that their attendance is desired. 4) For a fourth offense, following an administrative X. Subsequent to the hearing, the superintendent may suspend Engineer or designee will issue a written report. The sole issue to be addressed by the Engineer or designee is whether or not the alleged conduct occurred. A copy of the Engineer's or designee’s report will be provided to 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 applicable. 7) Normally a minimum of within five (5) days of the hearing. X. After preparation of or receipt of the report, the Engineer will lapse between disciplinary actions except for matters involving serious incident or dangerdecide the extent of discipline, if any, to be imposed. The employee will be informed, in writing, within thirty (30) days of the hearing of the Engineer's decision as soon as possible following such decision.

Disciplinary Procedures. The principles of progressive discipline 18.1 Any discharge, suspension, or other formal disciplinary action shall be followed. Oral reprimands will not be considered administered in accordance with the procedures for progressive discipline purposes if one year has elapsed since the incident giving rise corrective disciplinary action as set forth in this Agreement. 18.2 The Employer shall issue a written notice to any employee with a copy to the reprimand provided there Union, when considering discharge, suspension or disciplinary action. Such written notice shall be given within fourteen (14) days of the occurrence or knowledge of the violation by the Employer or Supervisor. The Union shall have been no the right to appeal any discharge, suspension or other formal disciplinary actions. Written reprimands will action through the grievance procedure to determine whether or 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. Howeveremployee was properly disciplined, the lapse of time shall not change the employee’s progressive step. For example, if suspended or discharged. 18.3 When an employee is at Step C belowrequired by the Employer to attend a formal disciplinary interview conducted by the Employer investigating an incident involving that employee, the fact a reprimand is not considered will not remove Employer shall advise the employee from Step C for that he/she has the right to be accompanied at the interview by a Union Shop Xxxxxxx or Business Representative. The Union Representative shall not have the right to interfere with the investigation. It is understood and agreed by and between the Employer and the Union that the Employer shall administer progressive purposes. All discipline disciplinary action in accordance with the following procedures: 18.4 STEP 1 - Oral Warning – Oral warnings shall be used for causeminor offenses. However, offenses The supervisor shall discuss the offense and warn the employee not to repeat the behavior. Repeated violations of a serious nature this category may result in discipline, up to and including termination, without regard to previous reprimands written warnings or disciplinemore severe disciplinary action. 1) For 18.5 STEP 2 - Written Reprimand or Warning – Written warnings shall be used for more serious problems or offenses as a first offense warranting progressive discipline, step or for repeated incidents where an employee may be given a “verbal” oral 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 has failed to correct the problem. 2) For behavior. This warning shall be in the form of a second offense, signed letter by the supervisor to the employee listing the violations or failures of the employee and clearly stating that corrective action must be taken by the employee to avoid further discipline. Copies of such warnings shall be given kept in a written reprimand or warning which will be placed confidential envelope 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's file in the Personnel Department. If Copies of any such written warnings shall be sent to the employee is a dual job employee, all contracts will be terminatedUnion. 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 applicable. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.

Disciplinary Procedures. The principles of progressive discipline SECTION 8.1 No employee shall be followed. Oral reprimands will not be considered suspended, demoted or terminated from duty without first being afforded the opportunity for progressive discipline purposes if one year has elapsed since a hearing before the incident giving rise Sheriff or his designee as provided in Section 2, except where it is necessary to immediately relieve 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 employee from duty due 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 gross misconduct. SECTION 8.2 When an employee is at Step C belowto be charged in an administrative hearing with a violation that is likely to result in the employee receiving a suspension, demotion or dismissal, the fact a reprimand is not considered will not remove the following shall apply: A. 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 issuednotice, twenty-four (24) hours in advance of the principal/director Administrative Hearing, and the notice shall notify the person being disciplined in writing and file this warning in the director/principal’s office file. The warning shall inform advise the employee of the general nature of the problem and steps needed to correct the problemsuspected violation. 2) For B. The employee shall be advised in the notice of his rights to be represented by a second offenseDCCA Representative at such hearing. Any suspension, demotion or dismissal may be appealed to the State Personnel Board of Review, subject to their Rules and Regulations and the Ohio Revised Code Section 124.34. SECTION 8.3 When it becomes necessary for a supervisor to reprimand an employee, it shall be done with discretion in a manner so as not to cause public embarrassment to the employee. In the event that a supervisor finds it necessary to verbally reprimand an employee, the employee shall be made aware that a record of such reprimand is being maintained in the supervisor’s files or records. SECTION 8.4 Either party may request that the hearing proceedings be recorded. The party requesting such a record shall be responsible for the cost. If both parties desire a record, the cost shall be equally shared. SECTION 8.5 Employees may request copies at a cost of $2.00 for the first 20 pages and SECTION 8.6 A Polygraph examination may be administered with consent of the employee being investigated. When an employee is to be given a written reprimand or warning which will Polygraph examination, such examination shall be placed in his/her personnel file. The reprimand shall inform limited to the employee of the nature of the problem and steps needed to correct the problemissue under investigation. 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 applicable. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.

Disciplinary Procedures. 16.1 The District will not discharge an employee with seniority, except for just cause. 16.2 An employee with seniority will not be discharged or suspended without first being given an opportunity to attend a conference where the employee may give his/her version of the events at issue. The employee may have a union representative present at this conference. 16.3 When possible, the District will make a good faith effort to have a Union representative present when taking disciplinary action. The District agrees to apply the principles of progressive discipline shall where appropriate. For employees with seniority, the normal application of progressive discipline is one or more written warnings and one or more suspensions prior to discharge. 16.4 When it is necessary to discipline an employee it will be followed. Oral reprimands done in private, in a manner that will not be considered for progressive discipline purposes if one year has elapsed since the incident giving rise cause embarrassment to the reprimand provided there have been no other disciplinary actions. Written reprimands employee. 16.5 Notice of discipline will not be considered for progressive discipline purposes if two years have elapsed since the incident giving rise given 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 applicable. 7) Normally a minimum of within five (5) days workdays of the District's knowledge of the incident. This period may be extended due to the absence of a Union xxxxxxx. A copy of any written warning, suspension or discharge notice given to employees with seniority will lapse between be provided to the union representative. 16.6 Any disciplinary actions except action taken against an employee with seniority may be subject to the grievance procedure and those resulting in loss of pay or economic benefits may be taken to arbitration. These procedures will be the sole method of dealing with disputes arising from discipline, including discharge. 16.7 Rules governing the conduct of employees are set forth in Appendix "B" to this Agreement and are incorporated as if fully written herein. 16.8 Upon the employee’s request, when an employee has worked twelve (12) months without any disciplinary action(s), all discipline in the employee’s record shall be removed from the employee’s personnel file and placed in a separate disciplinary file. No such discipline shall be used to support further discipline of a progressive nature, but shall be retained to record the fact of the prior disciplinary history, including, but not limited to, support for matters involving serious incident “last straw” disciplinary determinations or dangerlast chance agreements in lieu thereof.

Disciplinary Procedures. 17.1 The principles Employer may discipline an employee for just cause. 17.2 Disciplinary action or measures shall include only the following: (a) Verbal counseling; (b) Written reprimand; (c) Suspension without pay; (d) Discharge. 17.3 The parties agree that progressive and escalating levels of progressive discipline are preferable to allow an employee proper notice of misconduct and the opportunity to improve performance. The level or degree of discipline imposed shall be followed. Oral reprimands appropriately based on an employee’s prior record of service, length of service, severity of offenses and prior record of discipline. 17.4 When the Employer determines the circumstances are such that retention of the employee will not likely result in the disruption of Employer services, damage to or loss of Employer property or be considered for progressive discipline purposes if one year has elapsed since the incident giving rise injurious to the reprimand employee, fellow employees or the services provided there have been no other disciplinary actionsby the Employer, the Employer may immediately suspend with or without pay, depending on the circumstances. Written reprimands In such cases the facts supporting the circumstances will not be considered for progressive discipline purposes if two years have elapsed since the incident giving rise made available to the reprimand provided there have been no other disciplinary actionsemployee by the Employer not later than three (3) working days after the action became effective. 17.5 The provisions of this article shall not apply to newly hired employees serving a six (6) month or longer probationary period subject to the following provisions. HoweverThe Employer may extend a probationary employee’s probationary period for up to an additional three (3) months. Any extensions beyond the three (3) month period will be subject to mutual agreement with the Association. In any event, the lapse of time probationary period shall not change exceed twelve (12) months. Probationary employees shall work subject to the provisions of this agreement but shall be only on a trial basis during which period they may be discharged without cause and without any recourse. 17.6 The employee and the employee’s progressive step. For example, if an employee is at Step C below, Association representative with the fact a reprimand is not considered will not remove employee’s authorization shall have the employee from Step C for progressive purposes. All discipline shall be for cause. However, offenses right to inspect the full contents 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 No written record of disciplinary action may be placed in the personnel file without the employee having been first notified and given a copy, with a copy to the Association. An employee who disagrees with the validity of any disciplinary action added to their file shall have the opportunity to challenge said action under the issue resolution procedure herein. The employee shall be required to sign any disciplinary action document acknowledging that they have read the contents. 17.7 Records of disciplinary action shall be removed from all City or Department maintained files and permanently destroyed in accordance with the following retention schedule and upon request of the nature employee: 1. Verbal Warning ‐ Written records of a verbal warning or counseling shall be removed and destroyed after twelve (12) months without a reoccurrence of similar conduct which gave rise to the problem and steps needed to correct the problemwarning or counseling. 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 applicable. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.

Disciplinary Procedures. The principles a. All present disciplinary procedures, which include the Local Hearing process and the General Trial Hearing process, shall remain in full force and effect, except as herein set forth. b. Effective as of progressive discipline January 1, 1992, a full-time provisional employee who has been in continuous Authority service for a period not less than two (2) years, shall be followedaccorded the same disciplinary rights afforded permanent, competitive employees. c. Effective as of January 1, 1992, a full-time non- competitive employee who has been in continuous Authority service for a period of not less than eighteen (18) months, shall be accorded the same disciplinary rights afforded permanent, competitive employees. d. A permanent, competitive employee may appeal the General Trial Officer's report and recommendation, as adopted or modified by the Authority, to the New York City Civil Service Commission. Oral reprimands It is the intent of the parties to extend this same right to eligible provisional employees and eligible non- competitive employees as provided for in Sections (b) and (c) above. As such, the Authority, prior to January 1, 1992, will seek agreement from the New York City Civil Service Commission to hear and decide such appeals for eligible provisionals and non- competitive employees. e. In lieu of the appeal rights afforded under Section (d) above, and in lieu of any appeal for relief to the State Supreme Court, the Union may on behalf of the disciplined employee appeal the General Trial Officer's report and recommendation as adopted or modified by the Authority, by invoking arbitration procedures. In such event, the Union and the Authority shall each be required to pay 50% of the fees and expenses of the Arbitrator and of related expenses incidental to the handling of such arbitration. f. If an appeal from a General Trial Officer's report and recommendation as adopted or modified by the Authority is filed, the disciplinary action shall not be considered for progressive discipline purposes if one year has elapsed since the incident giving rise delayed due 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. Howeveraforementioned appeal procedures. g. When either a competitive, the lapse of time shall not change the employee’s progressive step. For example, if an provisional or non- competitive 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 suspended without pay for up disciplinary reasons and is subsequently restored to ten (10) working days pending an administrative hearing. If full pay status as of the employee is a dual job employeeeffective date of the suspension, the suspension applies to all contracts, Authority shall make the appropriate Welfare Fund contributions and athletic/field trip assignments, if applicablehealth insurance premium payments for the period of the suspension. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.

Disciplinary Procedures. The 43.1 Plunket will act in accordance with the principles of progressive discipline shall be followednatural justice when dealing with any instance of alleged misconduct on the part of an employee. Oral reprimands Plunket 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 advise the employee of the nature specific matter or matters of concern, and will allow the employee a reasonable opportunity to provide an explanation of the problem and steps needed to correct the problemmatter. 2) For a second offense43.2 In all serious matters of misconduct, the employee shall be given a written reprimand have the opportunity of obtaining assistance and representation from NZNO or warning which will be placed in his/her personnel file. The reprimand shall inform their other representative. 43.3 Plunket may choose to suspend the employee on full pay to take time to fully investigate any issues of serious misconduct in accordance with Plunket’s disciplinary policy and procedures. 43.4 If, following proper investigation, an offence is found to warrant disciplinary action the nature of the problem and steps needed disciplinary action (whether it is to correct the problem. 3be dismissal, warning, or other action) For a third offense, the immediate director shall request an administrative hearing conducted be promptly communicated by the superintendent or designee. The superintendent may suspend the employee for up Plunket 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 may request to have their NZNO or other representative present at any meeting conveying such warnings 00.0 Xxxxxxx xxxxx xxxxxxx XXXX with at least one month's notice of any redundancy situation and shall enter into discussions with them with the primary and initial objective of seeking mutually agreed redeployment. Such notice to NZNO will be at least one month before the intended date of termination. 44.2 For all employees other than Senior Nurses and Family Start employees, redundancy will be as per the Plunket Staff Redundancy Agreement in Schedule 1. 44.3 For Senior Nurses employed by Plunket as at 10 May 2002 who have had continuous service prior to this date and where their redundancy entitlement exceeds three months’ salary on 10 May 2002, shall be covered by the “Plunket Staff Redundancy Agreement”. 44.4 For Senior Nurses employed after 10 May 2002 they shall not be covered by the “Plunket Staff Redundancy Agreement.” These Employees shall be entitled to receive redundancy compensation of three months’ base salary, which shall include one month’s notice. 44.5 For Family Start employees : In the event the Employee's employment is to be terminated by reason of redundancy, the Employee will be provided in writing with one month’s notice. The employee is a dual job employeeentitled to redundancy compensation as follows: 44.5.1 For the first year of service, all contracts will be terminatedsix weeks’ pay based on the Employee’s current base salary. 6) Serious incident 44.5.2 For each subsequent year of service or danger - If an employee engages in a serious incident or acts in a way to pose a serious danger to selfpart thereof, other persons or board of education property, two weeks’ pay based on 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 applicableEmployee’s current base salary. 7) Normally a minimum 44.5.3 The maximum payment that the Employee is entitled to receive by way of five (5) days will lapse between disciplinary actions except for matters involving serious incident or dangerredundancy compensation is limited to 14 weeks’ pay based on the Employee’s current base salary.

Disciplinary Procedures. 17.1 The District will not discharge an employee with seniority, except for just cause. 17.2 An employee with seniority will not be discharged or suspended without first being given an opportunity to attend a conference where the employee may give his/her version of the events at issue. The employee may have a union representative present at this conference. 17.3 When possible, the District will make a good faith effort to have a Union representative present when taking disciplinary action. The District agrees to apply the principles of progressive discipline shall where appropriate. For employees with seniority, the normal application of progressive discipline is one or more written warnings and one or more suspensions prior to discharge. 17.4 When it is necessary to discipline an employee it will be followed. Oral reprimands done in private, in a manner that will not be considered for progressive discipline purposes if one year has elapsed since the incident giving rise cause embarrassment to the reprimand provided there have been no other disciplinary actions. Written reprimands employee. 17.5 Notice of discipline will not be considered for progressive discipline purposes if two years have elapsed since the incident giving rise given 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 applicable. 7) Normally a minimum of within five (5) days workdays of the District's knowledge of the incident. This period may be extended due to the absence of a Union xxxxxxx. A copy of any written warning, suspension or discharge notice given to employees with seniority will lapse between be provided to the union representative. 17.6 Any disciplinary actions except action taken against an employee with seniority may be subject to the grievance procedure and those resulting in loss of pay or economic benefits may be taken to arbitration. These procedures will be the sole method of dealing with disputes arising from discipline, including discharge. 17.7 Rules governing the conduct of employees are set forth in Appendix "C" to this Agreement and are incorporated as if fully written herein. 17.8 Upon the employee’s request, when an employee has worked twelve (12) months without any disciplinary action(s), all discipline in the employee’s record shall be removed from the employee’s personnel file and placed in a separate disciplinary file. No such discipline shall be used to support further discipline of a progressive nature, but shall be retained to record the fact of the prior disciplinary history, including, but not limited to, support for matters involving serious incident “last straw” disciplinary determinations or dangerlast chance agreements in lieu thereof.

Disciplinary Procedures. 16 17 A. Disciplinary action or measures shall be limited to the following, but not necessarily in 18 this order, depending upon the nature of the action, or inaction, of the employee: 20 Oral Reprimand 21 Written Reprimand 22 Suspension (Notice in Writing) 23 Discharge (Notice in Writing) 25 B. Any disciplinary action taken against an employee shall be for just cause; and notice of 26 the reasons for reprimands, suspensions, or discharges shall be stated in writing and 27 given to the employee affected and the Union President on or before the effective date 28 of the action. Any disciplinary action imposed upon an employee may be processed as a 29 grievance through the regular grievance procedure. The principles Union shall have the right to 30 take up a suspension or discharge as a grievance at Step 3 of the grievance procedure. 32 C. Under the system of progressive discipline shall discipline, written reprimands may, but not required, be followed33 preceded by an oral reprimand. Oral reprimands shall occur in the presence of the shop 34 xxxxxxx or other Union representative if so requested by the Unit employee. 36 D. Employees shall have complete supervised access to their individual personnel files 37 during normal business hours and shall be given copies of all adverse material at the 38 time such material is entered into the file. 40 E. Should the City find it necessary to discipline an employee or employees with an oral 41 reprimand, it shall be done in such a manner as not to embarrass the employee in front 42 of the public or other employees. Employees receiving such disciplinary action shall 43 conduct themselves in a like manner. 45 F. Any letter of reprimand in an employee's personnel file will not be considered for progressive discipline purposes if one year removed from the file after 46 two (2) years from the date of the issuance of the letter of reprimand, and any 47 suspension shall be removed after four (4) years, provided there has elapsed since been no recurrence 48 of the incident type or kind of misconduct giving rise to the original letter of 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 applicable. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.or

Disciplinary Procedures. The 43.1 Plunket will act in accordance with the principles of progressive discipline shall be followednatural justice when dealing with any instance of alleged misconduct on the part of an employee. Oral reprimands Plunket 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 advise the employee of the nature specific matter or matters of concern, and will allow the employee a reasonable opportunity to provide an explanation of the problem and steps needed to correct the problemmatter. 2) For a second offense43.2 In all serious matters of misconduct, the employee shall be given a written reprimand have the opportunity of obtaining assistance and representation from NZNO or warning which will be placed in his/her personnel file. The reprimand shall inform their other representative. 43.3 Plunket may choose to suspend the employee on full pay to take time to fully investigate any issues of serious misconduct in accordance with Plunket’s disciplinary policy and procedures. 43.4 If, following proper investigation, an offence is found to warrant disciplinary action the nature of the problem and steps needed disciplinary action (whether it is to correct the problem. 3be dismissal, warning, or other action) For a third offense, the immediate director shall request an administrative hearing conducted be promptly communicated by the superintendent or designee. The superintendent may suspend the employee for up Plunket 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 may request to have their NZNO or other representative present at any meeting conveying such warnings 00.0 Xxxxxxx xxxxx xxxxxxx XXXX with at least one month's notice of any redundancy situation and shall enter into discussions with them with the primary and initial objective of seeking mutually agreed redeployment. Such notice to NZNO will be at least one month before the intended date of termination. 44.2 For all employees other than Senior Nurses, redundancy will be as per the Plunket Staff Redundancy Agreement in Schedule 1. 44.3 For Senior Nurses employed by Plunket as at 10 May 2002 who have had continuous service prior to this date and where their redundancy entitlement exceeds three months’ salary on 10 May 2002, shall be covered by the “Plunket Staff Redundancy Agreement”. 44.4 For Senior Nurses employed after 10 May 2002 they shall not be covered by the “Plunket Staff Redundancy Agreement.” These Employees shall be entitled to receive redundancy compensation of three months’ base salary, which shall include one month’s notice. 44.5 Equalisation allowance Where, as part of an organisational change, an employee is offered and accepts a dual job employeerole where the rate of pay for the new position is less than that which applied in their former position, all contracts they will be terminated. 6) Serious incident or danger - If paid an employee engages in a serious incident or acts in a way equalisation allowance, to pose a serious danger to self, other persons or board preserve their former rate of education property, the superintendent or designee may suspend the employee without pay for up to ten (10) working days pending an administrative hearinga period of 12 months. If This allowance is abated by any pay increases during the employee period the allowance is a dual job employee, the suspension applies to all contracts, and athletic/field trip assignments, if applicablebeing paid. 7) Normally a minimum of five (5) days will lapse between disciplinary actions except for matters involving serious incident or danger.