Discipline Action. 95.1 Where, as a result of an investigation, the Chief Executive considers discipline action is appropriate, one or more of the following actions may be taken in relation to the employee:
(a) counselling of the employee;
(b) a written admonishment;
(c) a first or final written warning;
(d) a financial penalty;
(e) transfer to other duties (at or below current salary);
(f) deferral of Increment
(g) reduction in incremental point;
(h) a temporary or permanent reduction in classification/salary;
(i) termination of employment.
95.2 Discipline action taken under these procedures must be proportionate to the degree of misconduct concerned. In determining the appropriate discipline action to be taken, the following factors must be considered:
(a) the nature and seriousness of the misconduct;
(b) the degree of relevance to the employee's duties or to the reputation of the Agency;
(c) the circumstances of the misconduct;
(d) any mitigating factors; and
(e) the previous employment history and the general conduct of the employee.
95.3 Before taking discipline action, the Chief Executive will advise the employee in writing of:
(a) the decision as to whether the misconduct has been found to have occurred; and
(b) the reasons for arriving at this decision; and
(c) the discipline action(s) proposed; and
(d) the period during which the employee has to respond to the proposed discipline action (a minimum of five working days); and
(e) the appeal mechanisms that are available under this Agreement.
95.4 After considering the employee’s response to the proposed action, or if the employee has not responded at any time after the period outlined in 95.3(d) has lapsed, the Chief Executive may take disciplinary action. The Chief Executive will inform the employee in writing of:
(a) the final decision regarding discipline action to be taken; and
(b) the date of effect and/or, if relevant, the cessation of the action; and
(c) the appeal mechanisms that are available under this Agreement.
Discipline Action. The results of an evaluation can necessitate action by the Superintendent to place an administrator on disciplinary probationary status with a resulting freeze on the base salary for at least a one year period. Should there be an additional year(s) salary freeze, it is understood that the annual improvement plan that resulted in the original action will be up-dated. Without required improvement accomplished by the administrator on probationary status, more severe disciplinary action is possible. If the required improvement is accomplished at the end of the probationary period, the Superintendent will return the administrator to the salary schedule level, which he/she would have attained if the salary freeze had not taken place.
Discipline Action.
(a) After the employee's response is received or, if no response is received, after the five (5) working day period expires, the City Manager or designee shall determine whether to proceed with the proposed disciplinary action and notify the employee in writing.
Discipline Action. A. Disciplinary conferences and reprimands of an employee shall be in private. An employee shall be notified in writing of any disciplinary conference. An affected employee may, if he/she deems it necessary, request the presence of a Union representative. When such request is made, the conference shall not be delayed more than two (2) days due to the availability of the representative unless mutually agreed upon by the Superintendent and the Union representative. Such representative will be at the discretion of the employee and shall not be denied.
B. Except as otherwise provided in this Agreement, employees who are disciplined may appeal such action through the grievance procedure and where the discipline involves suspension or discharge, may take such grievance through the arbitration step of the grievance procedure.
C. Unless the welfare of students, other district employees, and/or the district are adversely affected, and/or dependent upon the seriousness of the offense, discipline shall be progressive in nature.
Discipline Action. Employees shall be disciplined and discharged only for just cause. Disciplinary action shall be progressive and follow the steps listed below:
1. Oral Warning
2. Written Warning
3. Suspension (paid or unpaid)
Discipline Action. Section 1. JustCause No employee shall receive a written reprimand or be suspended or discharged from his or her duties without just and sufficient cause and appropriate due process.
Discipline Action. 19.1 No employee shall be disciplined, reprimanded or reduced in rank without just cause.
19.2 Discipline is to be progressive and may consist of oral reprimands, written warnings, suspensions, demotion or discharge in accordance with Delaware State University Progressive Discipline Policy. Written notice of intent to suspend, demote or discharge an employee must be given to the employee not less than three (3) days prior to the proposed action.
19.3 A grievance involving suspension or discharge shall be initiated at Step Two of the grievance procedure within the time period provided for Step One and every effort will be made to expedite the grievance process in such cases.
19.4 Employees shall be entitled to a pre-termination hearing, provided they submit a written request for such hearing to the appropriate Vice President within three (3) working days of receiving written notification.
19.5 Should it be determined that any employee was discharged without just cause, such employee shall be restored to his or her former status. Any award of back pay shall have credited against it any earnings, compensation or remuneration received by the employee from other employers during the period involved.
Discipline Action. 95.1 Where, as a result of an investigation, the Chief Executive considers discipline action is appropriate, one or more of the following actions may be taken in relation to the employee:
(a) counselling of the employee;
(b) a written admonishment;
(c) a first or final written warning;
(d) a financial penalty;
(e) transfer to other duties (at or below current salary);
(f) deferral of Increment
(g) reduction in incremental point;
(h) a temporary or permanent reduction in classification/salary;
(i) termination of employment.
Discipline Action. 19.1 No employee shall be disciplined, reprimanded or reduced in rank without just cause.
19.2 Discipline is to be progressive and may consist of oral reprimands, written warnings, suspensions, demotion or discharge. Written notice of intent to suspend, demote or discharge an employee must be given to the employee not less than three (3) days prior to the proposed action.
19.3 A grievance involving suspension or discharge shall be initiated at Step Two of the grievance procedure within the time period provided for Step One and every effort will be made to expedite the grievance process in such cases.
19.4 Employees shall be entitled to a pre-termination hearing, provided they submit a written request for such hearing to the appropriate Vice President within three (3) working days of receiving written notification.
19.5 Should it be determined that any employee was discharged without just cause, such employee shall be restored to his or her former status. Any award of back pay shall have credited against it any earnings, compensation or remuneration received by the employee from other employers during the period involved.
Discipline Action. (a) After the employee's response is received or, if no response is received, after the five (5) work day period expires, the City Manager or designee shall determine whether to proceed with the proposed disciplinary action and notify the employee in writing.
