DISCIPLINARY SYSTEM. Section 1. The Employer shall follow the concept of progressive discipline, where appropriate. However, some misconduct justifies immediate suspension or dismissal. No employee will be disciplined without just cause. When an employee is advised that they will be questioned by Management and there is a reasonable expectation of disciplinary action for that employee, that employee has the right to request the presence of a Union representative. When the employee requests the presence of Union representation the Union representative will be afforded a reasonable opportunity to consult with the employee during the questioning. If an employee violates the Employer's work rules, disciplinary action may be necessary, including the following steps:
1. Informal counseling by a supervisor.
2. A verbal reprimand (documented).
DISCIPLINARY SYSTEM. 1. If a driver’s record check shows that a Regular Driver has six (6) points or more or multiple citations in a three (3) year period, the steps, outlined below, will be followed for those drivers. However, the circumstances of the employee’s specific position and the business needs of the Library will be the primary considerations in proceeding in such circumstances.
2. Six (6) points or multiple violations in a three (3) year period will require an employee’s name to be removed from the Regular Drivers’ list. Successful completion of a mandatory defensive driving course, at the employee’s expense, will reinstate an employee’s name and status as a Regular Driver. The driver’s record will then be checked semi-annually for one (1) year. If another citation is earned during that period (whether for points or not when he/she has six (6) points), the driver will no longer be eligible to drive a Library vehicle or drive a personal vehicle on Library business. Occasional drivers may use public transportation on work time to attend required work assignments if they are no longer eligible to drive. The Library will assign other custodial, non-driving duties as may be available at Main and Lakeshore for no more than two custodians at Main and for no more than one custodian at Lakeshore for a maximum of three months. If the employee’s record is not cleared during this three-month period, the employee can take a personal leave of up to nine months where he/she can bid for non-driving duties. If the employee’s driving record is not cleared after the end of such nine-month period, the employee shall be removed from the seniority list.
3. Employees whose driver’s check indicates a suspended/revoked license shall be immediately withdrawn from driving Library vehicles and may be subject to discipline, up to and including termination.
4. Employees found to have DUI, DWI, or Reckless Operation citations and points on their driver’s records may be removed from their driving responsibilities, from any Library position that requires driving and may be subject to discipline, up to and including termination. Points and/or citations noted on an employee’s record in a record check that were not previously communicated to the Library could subject the employee to discipline, up to and including termination.
5. Actions regarding a driver’s record will be formally noted in his/her employee record.
DISCIPLINARY SYSTEM. 10.1 Every Educator has the full authority and responsibility to correct the behaviour of learners whenever such correction is necessary. Corrective measure or disciplinary action will correspond with and be appropriate to the offence. Discipline of serious issues/misconduct will be dealt with in conjunction with the Principal.
DISCIPLINARY SYSTEM. This system is an extension of the school’s disciplinary system, which has been compiled and approved by the personnel and governing body of MHS.
DISCIPLINARY SYSTEM. This Detention Standard promotes a safe and orderly living environment for detainees by expecting detainees to comply with facility rules and regulations and imposing disciplinary sanctions to control the behavior of those who do not. Components Meets Standard Does Not Meet Standard N/A Remarks
1. The facility has a written disciplinary system using progressive levels of reviews and appeals. Facility policy ", Detainee Discipline", establishes written guidelines for the disciplinary process.
2. The facility rules state that disciplinary action shall not be capricious or retaliatory. The facility policy statement on detainee discipline states that disciplinary action shall not be capricious or retaliatory.
3. Written rules prohibit staff from imposing or permitting the following sanctions: • corporal punishment • deviations from normal food service • clothing deprivation • bedding deprivation • denial of personal hygiene items • loss of correspondence privileges • deprivation of legal access and legal materials • deprivation of physical exercise Facility policy prohibits staff from imposing corporal punishment, deviations from normal food service, clothing deprivation, bedding deprivation, denial of personal hygiene items, loss of correspondence privileges, deprivation of legal access and legal materials and deprivation of physical exercise as sanctions.
4. The rules of conduct, sanctions, and procedures for violations are defined in writing and communicated to all detainees verbally and in writing. The rules of conduct, sanctions and procedures for violations are communicated to the detainees through an orientation video, the Detainee Handbook and posted on bulletin boards in the housing units.
5. The following items are conspicuously posted in Spanish and English or other dominate languages used in the facility: • Rights and Responsibilities • Prohibited Acts • Disciplinary Severity Scale • Sanctions Detainee rights and responsibilities, prohibited acts, disciplinary severity scale and sanctions in both Spanish and English are posted on housing unit bulletin boards and included in the Detainee Handbook.
6. When minor rule violations or prohibited acts occur, informal resolutions are encouraged. Staff understand that they are encouraged to resolve minor rule violations informally.
7. Incident Reports and Notice of Charges are promptly forwarded to the designated supervisor. These documents are forwarded to the supervisor before the end of the shift.
DISCIPLINARY SYSTEM. This Detention Standard promotes a safe and orderly living environment for detainees by expecting detainees to comply with facility rules and regulations and imposing disciplinary sanctions to control the behavior of those who do not. Components Meets Standard Does Not Meet Standard N/A Remarks
9. An intermediate disciplinary process is used to adjudicate minor infractions. Minor infractions may be adjudicated by the shift supervisor or the Chief of Security.
10. A disciplinary panel (or equivalent in IGSAs) adjudicates infractions. The panel: • Conducts hearings on all charges and allegations referred by the UDC • Considers written reports, statements, physical evidence, and oral testimony • Hears pleadings by detainee and staff representative • Bases its findings on the preponderance of evidence • Imposes only authorized sanctions
11. A staff representative is available if requested for a detainee facing a disciplinary hearing If requested by the detainee, a staff representative may be made available.
12. The facility permits hearing postponements or continuances when conditions warrant such a continuance. Reasons are documented.
13. The duration of punishment set by the Facility Administrator, as recommended by the disciplinary panel does not exceed established sanctions. The maximum time in disciplinary segregation does not exceed 60 days for a single offense.
14. Written procedures govern the handling of confidential-source information. Procedures include criteria for recognizing "substantial evidence". Written policy governs the handling of confidential source information. The Intelligence Officer handles all confidential source information.
15. All forms relevant to the incident, investigation, committee/panel reports, etc., are completed and distributed as required. Discipline forms are distributed to the detainee and forwarded to the Special Management Unit lieutenant for placement in the detainee's file.
DISCIPLINARY SYSTEM. Olsten shall continue to maintain policies and procedures reflecting disciplinary guidelines for failure to abide by the Compliance Program and methods for individuals to make complaints and notifications about compliance issues to appropriate personnel through the Confidential Disclosure Program. Olsten shall maintain its structured disciplinary system for violations of applicable health care statutes, regulations, and Federal health care program Legal Requirements, as well as the requirements of this CIA and Olsten's Compliance Program. All levels of employees and agents shall be subject to consistent and appropriate penalties or discipline for the commission of offenses. Olsten shall maintain for OIG's inspection adequate documentation of all disciplinary measures taken as a result of the Compliance Program's disciplinary system, this CIA, or applicable health care statutes, regulations and Legal Requirements.
DISCIPLINARY SYSTEM. This Detention Standard promotes a safe and orderly living environment for detainees by expecting detainees to comply with facility rules and regulations and imposing disciplinary sanctions to control the behavior of those who do not. Components Meets Standard Does Not Meet Standard N/A Remarks 8. Incident Reports are investigated within 24 hours of the incident. The Unit Disciplinary Committee (UDC) or equivalent does not convene before investigations end.
DISCIPLINARY SYSTEM. A. If a driver’s record check shows that a Regular Driver has six (6) points or more or multiple citations in a three (3) year period, the steps, outlined below, will be followed for those drivers. However, the circumstances of the staff driver’s specific position and the business needs of the Library will be the primary considerations in proceeding in such circumstances.
B. Six (6) points or multiple violations in a three (3) year period will require an employee’s name to be removed from the Regular Drivers’ list. Successful completion of a mandatory defensive driving course, at the employee’s expense, will reinstate an employee’s name and status as a Regular Driver. The driver’s record will then be checked semi-annually for one (1) year. If another citation is earned during that period (whether for points or not when he/she has six (6) points), the driver will no longer be eligible to drive a Library vehicle or drive a personal vehicle on Library business.
C. Staff whose driver’s check indicates a suspended/revoked license shall be immediately withdrawn from driving Library vehicles and may be subject to discipline, up to and including termination.
D. Staff found to have DUI, DWI, or Reckless Operation citations and points on their driver’s records may be removed from their driving responsibilities, from any Library position that requires driving and may be subject to discipline, up to and including termination. Points and/or citations noted on a staff driver’s record in a record check that were not previously communicated to the Library could subject the employee to discipline, up to and including termination.
E. Actions regarding a driver’s record will be formally noted in his/her Human Resources file.
DISCIPLINARY SYSTEM. 4.18.1 This system is an extension of the school’s disciplinary system, which has been compiled and approved by the personnel and governing body of MHS.
4.18.2 To concur with the disciplinary system of the school, the hostel also makes use of a debit – credit points system.
4.18.3 The hostel resident will receive a “behaviour report” at the end of every term. This report must be signed and returned by the parent/guardian.
4.18.4 Each case will be dealt with on merit.
4.18.5 Disciplinary measures will only be applied once guilt has been proven beyond all doubt. The postulated aim is to assist and help the learner.
4.18.6 Temporary and/or permanent expulsion or lock-out from the hostel will take immediate effect and relates to all aspects of hostel activities.
4.18.7 A learner as well as his/her parents/guardian must be warned of the disciplinary measure which will be meted out upon the next transgression.
4.18.8 Transgressions must be recorded in the “punishment book”.
4.18.9 The enforcing of the disciplinary system will be handled by the Hostel father/ mother. .
4.18.10 The application of severe disciplinary measures pertaining to serious transgressions will be dealt with by the Senior Hostel father/ mother, Principal and/or Governing Body.
4.18.11 Learners with Nett debit points will not qualify to be nominated for the Hostel Council elections.
4.18.12 The following transgressions are listed with the suggested punishment measure: NB: For every 50 debit points up to and including 150 debit points a learner will have to perform certain duties in the interest of the hostel for 1 afternoon between 15:00 – 17:15. With 200 Nett debit points the learner will be suspended from the hostel for 1 week except in cases where the disciplinary measure demands permanent expulsion. Re-admission will only be considered after an interview with the parents/ guardian. LESS SERIOUS: Contact parents after 4th transgression. Room, cupboard untidy No 10 Roaming around during study or after lights out Yes /No Use discretion to contact parent/ guardian with reference to seriousness. 20 Radio/TV disturbing during study No 10 Rowdy during study No 10 Rowdy during resting/quiet time No 10 Did not attend meals No Financial implication 20 Dining hall transgressions during mealtimes No 10 Arrived late from town No 20 Removed crockery/ cutlery from dining hall No Financial implication 50 Fighting/quarrelling (verbal) No 20 Challenged authority (Personnel) Yes 50 Challenged authority (Lead...
