Discipline 4 Sample Clauses

The 'Discipline 4' clause establishes the standards and procedures for maintaining discipline within an organization or agreement. Typically, this clause outlines the types of conduct that are considered unacceptable, the steps for addressing infractions, and the potential consequences for violations, such as warnings, suspensions, or termination. By clearly defining expectations and consequences, the clause helps ensure orderly conduct, provides a fair process for handling misconduct, and protects the interests of all parties involved.
Discipline 4. 02.01 The City shall endeavour to apply discipline consistently and fairly. The Union recognizes the right of the City to discipline employees for just cause. An employee may receive a written disciplinary report, be discharged, suspended, or otherwise disciplined for just cause. Copies of all disciplinary reports, suspensions, discharges or other discipline shall be provided to the employee and the Union, and such documentation shall clearly indicate the exact nature of the discipline and the reasons it is being applied. Such disciplinary documentation shall be issued within 15 working days of the date the disciplinary infraction became known to the City. Should the infraction investigation require more than 15 working days, the employee will be advised through a Notice of Investigation, and a copy will be sent to the Union. A Notice of Investigation form is not discipline. Should the employee or the Union be of the opinion that the discipline is improper, then that disciplinary action may be the subject of a grievance and processed in accordance with the grievance procedure of this Agreement.
View SourceView Similar (5)
Discipline 4. 02.01 The City may discipline an employee for just cause. Notices of investigation and copies of all disciplinary reports, (excluding documented counselling sessions, which are non-disciplinary) shall be provided to the Union indicating clearly the exact nature of same. Employees required to attend a meeting for discipline shall be entitled to have a Union Representative present if they wish. In recognition of facilitating aspects of the Working Relationship Agreement (WRA), wherever practicable, the employee shall be advised of this entitlement by the City in advance of the meeting. Should the Union or the employee be of the opinion that any disciplinary action is improper, then the disciplinary action may be the subject of a grievance and such grievance shall be processed in accordance with the grievance procedure of this Agreement. Any employee with less than 12 months of service under this Agreement may not arbitrate the termination of employment for performance related concerns. Past disciplinary reports shall be deemed void after an employee has maintained a clear record with no disciplinary reports for a period of 24 months of active employment. 5
View SourceView Similar (3)
Discipline 4. 01.01 The City may discipline an employee for just cause and the employee shall be notified thereof, with reasons supplied in writing. Copies of all disciplinary reports (other than documented oral reprimands) and notices of discharge shall be forwarded to the Union indicating clearly the exact nature of same. Should the employee or the Union be of the opinion that the discipline is unjust, the discipline may be the subject of a grievance and processed in accordance with the grievance procedure of this Agreement.
View Source

Related to Discipline 4

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.