Discipline and Adverse Actions. Section 1. Disciplinary actions and adverse actions will be taken in accordance with applicable laws, rules, and regulations in effect at the time of the action. The specific penalty for an instance of misconduct shall be tailored to the facts and circumstances of the situation. In order to determine the appropriate penalty for an Employee such as a disciplinary or adverse action, the Employer will, subject to applicable law, rule, and regulation, consider the relevant factors articulated by the Merit Systems Protection Board in Xxxxxxx x. Veterans Administration, 5 M.S.P.R. 280 (1981) to applicable adverse actions). Management maintains discretion to discipline Employees without using progressive discipline. Discipline is any action taken against an Employee that results in a letter of reprimand, suspension without pay, reduction in pay or grade, or removal from the Forest Service.
Discipline and Adverse Actions. 1. Discipline is defined for the purposes of this article as any disciplinary or adverse action taken under 5 CFR 752 against an employee that results in a letter of reprimand, suspension without pay, reduction-in-pay or -grade, or removal from the Forest Service, except for performance actions taken under Article 21 of this Master Agreement.
Discipline and Adverse Actions. 1. Management and the Union agree it is important that the supervisor/employee relationship encourage early recognition and resolution of a potential performance or conduct situation that could lead to disciplinary action.
Discipline and Adverse Actions a. The provisions in this section for discipline and adverse actions applies to an individual in the competitive service who is not serving a probationary or trial period under an initial appointment or who has completed one (1) year of current continuous employment in the same or similar position under other than a temporary appointment limited to one (1) year or less.
Discipline and Adverse Actions. Section 1. 5 U.S.C. 7106 gives the authority for the Employer to take discipline against employees where warranted. The procedures described in TPR 752 and this article will be followed. This authority is vested in all operating officials and supervisors of the Arkansas National Guard. Disciplinary action will be taken for the sole purpose of correcting the conduct of offending employees and/or problem situations in order to maintain a high state of discipline and morale among all employees. Disciplinary actions against all employees must be based on just cause, be consistent with applicable laws and regulations, and be fair and equitable.
Discipline and Adverse Actions. Section 1. The Parties agree that each employee is expected to perform the duties and discharge the responsibilities of his/her position in a satisfactory manner and to meet acceptable standards of conduct and performance. As an aid to achieving this objective, free and direct communication between the employee and supervisor shall be maintained at all times.
Discipline and Adverse Actions. 61 Section 1. General 61 Section 2. Definitions 61 Section 3. Fairness and Timeliness 62 Section 4. Counseling and Warnings (Non- Disciplinary Tools) 62 Section 5. Alternative Agreements 62 Section 6. Reprimands 62 Section 7. Suspensions and Adverse Actions 63 Section 8. Investigation of Disciplinary Actions 63 Section 9. Removal of Disciplinary Actions 64 Section 10. Administrative Reassignment 64 Section 11. Last Chance Agreements 64 Section 12. Self-Incrimination 65 ARTICLE 20. SURVEILLANCE 66
Discipline and Adverse Actions. Section 30.1 - General All discipline and adverse actions shall be taken in accordance with current law, rule, and regulation.
Discipline and Adverse Actions. No teacher shall be dismissed or non-reemployed without "Due Process" as stated in Sections 75-85 of the "Teacher Due Process Act”. (Statute 70-6-101.20)
Discipline and Adverse Actions. Section 1. Discipline is defined for the purposes of this Article as any action taken against an employee that results in a letter of reprimand, suspension without pay, reduction in pay or grade, or removal from the Federal Service. Disciplinary actions against employees must be based on just cause, be consistent with applicable laws and regulations, and be fair and equitable.
