Discipline and Reprimand Clause Samples
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Discipline and Reprimand. Section 1: It is agreed that the CITY has a right to discipline or discharge, in accordance with the Employee Development and Performance Program (Exhibit B). Discipline matters, as outlined in the Employee Development and Performance Program, and discharge are subject to the grievance procedure.
Section 2: No discipline shall be imposed for the exercise of freedom of speech in UNION affairs upon a member of the UNION.
Section 3: A copy of any written complaint, reprimand, deficiency report, or similar document, shall be furnished to the UNION, upon request of the employee. Subject to scheduling an appointment, an employee may review their personnel file during the normal duty hours of the Human Resources Department.
Section 4: No member shall be compelled to submit to a polygraph examination against their will. No disciplinary action or other discrimination shall be taken against a member for refusing to submit to a polygraph examination. Testimony regarding whether an employee refused to submit to a polygraph examination shall be confined to the fact that, "The ▇▇▇▇▇▇▇▇▇ Fire Department does not compel its personnel to submit to a polygraph examination."
Discipline and Reprimand. Any disciplinary action affecting a teacher shall be for just cause. All disciplinary actions taken by the administration shall be commensurate with the offense.
A. A reprimand shall be defined as a verbal or written discipline of a teacher.
B. Reprimands shall be conducted in a confidential manner and not in the presence of students, other employees, or the public.
C. If a teacher is to be given a written reprimand, the teacher shall be given notice of such intent and shall be given the right to have an Association representative present at the meeting in which a reprimand is to be issued.
Discipline and Reprimand. 1. A reprimand shall be defined as a disciplinary communication imposed in response to an employee’s violation of contract, established policies, or professional standards, neglect of duty, insubordination, or other failure of good conduct (per Ohio State Board of Education), which may be written or verbal with written confirmation.
2. Reprimands shall be conducted confidentially.
3. All teachers shall be given the right to have an Association representative present at the meeting in which a reprimand or suspension is to be issued.
4. No teacher shall be reprimanded or suspended disciplined, reduced in rank or compensation, demoted, or otherwise deprived of any professional advantage without just cause and compliance with applicable provisions of this Contract. This section shall not supersede or apply to section 4.02 (probationary unit members).
Discipline and Reprimand. A. Members of the bargaining unit may be disciplined for violating Board of Education Policies and Procedures and Administrative rules and regulations governing the management and control of the Coshocton County Joint Vocational School District.
B. No formal disciplinary action may be taken by the member’s immediate supervisor or the Superintendent without the member having the opportunity to have a representative of his/her choice present. A formal disciplinary action shall include only items 2, 3, and 4 of Item D below. Suspensions without pay may be imposed only by the Superintendent.
C. It is intended that a progressive disciplinary policy be administered but nothing contained herein shall require that a lesser sanction be imposed before a more severe sanction may be imposed.
D. The disciplinary options shall be as follows:
1. Verbal Reprimand (Informal) - When in the judgment of the Superintendent or an administrator a reprimand of a member is warranted, the reprimand shall be done verbally within five (5) working days of becoming aware of the occurrence. The reprimand should not be in the presence of another member, student, parent, or non-certificated employee unless the health and safety of person or property is endangered. Either the member or administrator may have a representative present.
2. Written Reprimand (Formal) - If the violation is of a serious nature or is repetitive, a written reprimand shall be given within ten (10) days after the verbal reprimand. Prior to writing a reprimand, a hearing shall be held with the member and his/her representative. Both parties shall sign that the reprimand has been received. The reprimand shall be placed in the member’s personnel file. A statement by the member may be attached to the reprimand within fifteen (15) working days after the hearing.
3. Suspension without pay not to exceed one day (Formal).
4. Suspension without pay not to exceed three days (Formal).
E. All formal disciplinary actions may be appealed in accordance with the provisions of the Grievance Procedure outlined in Article 3 of this Agreement. All appeals shall be held in Executive Session.
F. All verbal reprimands, written reprimands, and suspensions without pay shall be documented and placed in the member’s personnel file.
Discipline and Reprimand. 00 No employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such action asserted by the Employer, or any agent, shall be subject to the grievance procedure herein set forth. All information forming the basis for disciplinary action will be made available to the employee concerned.
Discipline and Reprimand. Any teacher who feels unjustly disciplined or reprimanded in writing shall have the right to file a grievance pursuant to the Grievance Procedure attached hereto as Exhibit A, under and subject to all terms and conditions set forth to in that article. Any such grievance may be processed through this procedure up to and including Level III. However, it is specifically agreed that such grievance is not arbitrable and shall not be processed at Level IV (Arbitration). It is further agreed that the Board's decision at Level III shall be final and binding on all parties.