Disciplinary Steps. If there is a problem with an Employee’s performance or conduct, the following steps will be taken to correct the problem:
Disciplinary Steps. A breach of this Code is a ground for dismissal or other disciplinary steps against a staff member Who has been found guilty of such a breach?
Disciplinary Steps. In the event that the Superintendent in his/her sole discretion determines that progressive discipline is appropriate, the steps include:
1. Verbal Warning (memorialized in writing)
2. Written Warning
3. Suspension (with and/or without pay)
4. Termination Licensed staff shall have the right to be accompanied by an Association Representative at any meeting or hearing involving potential disciplinary action.
Disciplinary Steps. The procedures in the Employee Handbook have been developed to provide employees with an understanding of what can be expected if rule violations or misconduct occur. As it is not possible to anticipate the circumstances under which every conceivable infraction could take place, employees should not view these procedures as all inclusive or as specifying the appropriate discipline. However, these procedures should provide guidelines on protocols GCA Education Services will attempt to follow in many situations when verbal instruction or counseling is not effective. These steps are only guidelines, and GCA Education Services reserves the right to strip steps and to impose such discipline it deems appropriate.
Disciplinary Steps a. Verbal Warning/Reprimand - The first step of disciplinary action will normally be in the form of a verbal warning or reprimand. The administrator will inform the employee of the inappropriate behavior and the desired level of behavior. As the lowest and most informal step in the disciplinary process, it is expected that the administrator and employee will reach a verbal understanding that will guide future behavior.
Disciplinary Steps. After considering the above guidelines and excluding any absences that do not count towards an employee’s absenteeism in accordance with Section B the standards below apply. The number of absences in the twelve-month period immediately preceding the employee's most current absence will be counted.
a. A verbal warning may be conducted at the third occurrence in a rolling 12-month period.
b. One (1) occurrence within one (1) year from verbal counseling session may result in a written warning.
c. One (1) occurrence within one (1) year from a written warning may result in a final warning/one (1) day suspension without pay.
d. One (1) occurrence within one (1) year from a final warning/one (1) day suspension without pay may result in termination. The absenteeism rate above is prorated for employees scheduled for less than four (4) days per work week, i.e. a verbal warning may be conducted at the second occurrence in a rolling 12- month period for employees who work a three (3) day work week and a two (2) day work week. For per diem employees, their hours will be averaged to determine the appropriate pro-ration based on a six-month lookback.
Disciplinary Steps. Notification for all attendance disciplinary actions will be sent via mail and text message to the employee’s address and phone number on file, and take effect immediately. The employee’s supervisor will be notified at each disciplinary step and will notify the employee as soon as possible.
Disciplinary Steps. You will receive progressive discipline for unexcused absences as follows:
Disciplinary Steps. All discipline shall be for just cause and shall be appropriate for the infraction for which the disciplinary action is taken. The following progressive discipline shall be followed, unless the seriousness of the infraction warrants bypassing steps.
11.2.1 verbal warning;
11.2.2 written warning;
11.2.3 suspension without pay;
11.2.4 demotion;
11.2.5 discharge.
Disciplinary Steps. Disciplinary action to be taken shall depend on the offence committed and shall comprise one or more of the following: • Verbal Warning: A verbal warning shall be accompanied by counselling. A verbal warning may be issued in the event of any form of misconduct or poor performance contained in the Disciplinary Code for which a verbal warning is justified (category 3). The employer shall notify the employee of the possible consequence(s) in the event of a re-occurrence of the same or similar offence. • Written Warning: A written warning may be issued in the event of any form of misconduct or poor performance contained in the Disciplinary Code for which a written warning is justified (category 1, 2 and 3) and may be a first or second or final warning. The purpose of such warnings is to endeavour to improve the poor performance or incorrect/intolerable behaviour of an employee. All written warnings shall be valid against the employee for a period of six months from the date of its issue and shall be kept on the employee’s file. The first written warning is considered the first formal disciplinary step against an employee. This warning serves to inform the employee of future disciplinary action that can and shall be taken against him or her in the event of him or her committing the same or a similar offence again. This warning is used for serious offences.
