Common use of Discipline and Disciplinary Procedure Clause in Contracts

Discipline and Disciplinary Procedure. Discipline can be administered in accordance with Article 24 for any violation of any provision of this Labor Agreement. The CITY is committed to utilizing disciplinary actions as a means to change and correct behavior, rather than as a form of punishment or embarrassment. The CITY will normally apply discipline progressively, and both parties acknowledge that there will be times when non-progressive discipline, up to termination, maybe be warranted. Should the CITY initiate an investigation of alleged employee misconduct; the investigation will be completed along with any disciplinary recommendation, within fourteen (14) calendar days of the initial interview of the subject employee. Should circumstances preclude compliance with this timeframe, the Chief Labor Negotiator will notify the Chief Xxxxxxx and request a specific extension of time for completing the investigation. If there is a disciplinary recommendation of suspension, demotion or termination, the required hearing with the City Manager or designee shall be scheduled prior to the end of this fourteen (14) day period or any extensions. (a) Discipline Categories are: conduct, attendance and performance. Each category is defined below. (1) Conduct Category: (a) Insubordination; (b) Alcohol or substance abuse on the job; (c) Conduct unbecoming an employee; (d) Conduct which discredits the CITY; (e) Acts of moral turpitude; (f) Granting an improper privilege; (g) Threatening or striking another person; (h) Intentionally falsifying CITY documents; (i) Intentionally giving false statement during an investigation; (j) Engaging or conspiring in the theft of CITY property or supplies; (k) Theft of the personal property of others; (l) Sexual or racial harassment action; (m) Violation of the criminal laws of the United States, State of Nevada, or any other state of which, had it occurred in Nevada, would be a crime in Nevada; (n) Violation of any provision of the Charter of the CITY (o) Violation of department policies; (p) Outside employment that conflicts or interferes with assigned duties; (q) Improper use of one’s employment with the CITY for the employee’s personal and/or financial advantage; (r) Unauthorized use and/or destruction of CITY property, equipment and/or materials; (s) Solicitation as a CITY employee for money, goods, or services not specifically authorized by the City Manager or designee; (t) Acceptance or solicitation of a bribe or any compensation intended to influence the employee in the performance of their duties for the CITY; (u) Divulgence of any confidential material to anyone not authorized to receive it;

Discipline and Disciplinary Procedure. Discipline can be administered in accordance with Article 24 25 for any violation of any provision of this Labor Agreement. The CITY is committed to utilizing disciplinary actions as a means to change and correct behavior, rather than as a form of punishment or embarrassment. The CITY will normally apply discipline progressively, and both parties acknowledge that there will be times when non-progressive discipline, up to termination, maybe be warranted. Should the CITY initiate an investigation of alleged employee misconduct; the investigation will be completed along with any disciplinary recommendation, within fourteen (14) calendar days of the initial interview of the subject employee. Should circumstances preclude compliance with this timeframe, the Chief Labor Negotiator will notify the Chief Xxxxxxx and request a specific extension of time for completing the investigation. The employee may request the Union to provide a shop xxxxxxx to be present during the pre-disciplinary meeting. If there is a disciplinary recommendation of suspension, demotion or termination, the required hearing with the City Manager or designee shall be scheduled prior to the end of this fourteen (14) day period or any extensions. (a) Discipline Categories are: conduct, attendance and performance. Each category is defined below. (1) Conduct Category: (a) Insubordination; (b) Alcohol or substance abuse on the job; (c) Conduct unbecoming an employee; (d) Conduct which discredits the CITY; (e) Acts of moral turpitude; (f) Granting an improper privilege; (g) Threatening or striking another person; (h) Intentionally falsifying CITY documents; (i) Intentionally giving false statement during an investigation; (j) Engaging or conspiring in the theft of CITY property or supplies; (k) Theft of the personal property of others; (l) Sexual or racial harassment action; (m) Violation of the criminal laws of the United States, State of Nevada, or any other state of which, had it occurred in Nevada, would be a crime in Nevada; (n) Violation of any provision of the Charter of the CITY (o) Violation of department policies; (p) Outside employment that conflicts or interferes with assigned duties; (q) Improper use of one’s employment with the CITY for the employee’s personal and/or financial advantage; (r) Unauthorized use and/or destruction of CITY property, equipment and/or materials; (s) Solicitation as a CITY employee for money, goods, or services not specifically authorized by the City Manager or designee; (t) Acceptance or solicitation of a bribe or any compensation intended to influence the employee in the performance of their duties for the CITY; (u) Divulgence of any confidential material to anyone not authorized to receive it;