Common use of Discipline and Termination Clause in Contracts

Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable conduct, the level of discipline dictated by the relative severity of the infraction. Employees should be made aware of the expectations either verbally or in writing and notice of any deficiencies should be documented and communicated to the employee in a timely manner. Such documentation should be specific and should avoid conclusions unless supported by evidence. When it becomes necessary for a supervisor or manager to take corrective action, the action may be precipitated by a variety of situations. Disciplinary guidelines should be specific enough to ensure technically correct action, but flexible enough to permit the supervisor or 2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance. 3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment). 4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process. 5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors.

Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable conduct, ; the level of discipline dictated by the relative severity of the infraction. Employees should be made aware of the expectations either verbally or in writing and notice of any deficiencies should be documented and communicated to the employee in a timely manner. Such documentation should be specific and should avoid conclusions unless supported by evidence. When it becomes necessary for a supervisor or manager to take corrective action, the action may be precipitated by a variety of situations. Disciplinary guidelines should be specific enough to ensure technically correct action, but flexible enough to permit the supervisor or 2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance. 3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment). 4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process. 5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors.

Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable conduct, the level of discipline dictated by the relative severity of the infraction. Employees should be made aware of the expectations either verbally or in writing and notice of any deficiencies should be documented and communicated to the employee in a timely manner. Such documentation should be specific and should avoid conclusions unless supported by evidence. When it becomes necessary for a supervisor or manager to take corrective action, the action may be precipitated by a variety of situations. Disciplinary guidelines should be specific enough to ensure technically correct action, but flexible enough to permit the supervisor orcorrective 2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance. 3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment). 4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process. 5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors. 6. All written disciplinary documentation shall normally be completed within twenty (20) business days and shall specifically cite the incident or conduct that resulted in the disciplinary action. All disciplinary documentation shall be placed in the employee’s personnel file. An employee receiving discipline shall sign the disciplinary notice as an acknowledgment of receipt and such signature shall not be deemed acceptance of the rendered discipline or as a waiver of any right to which the employee may be entitled.

Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable conduct, the level of discipline dictated by the relative severity of the infraction. Employees should be made aware of the expectations either verbally or in writing and notice of any deficiencies should be documented and communicated to the employee in a timely manner. Such documentation should be specific and should avoid conclusions unless supported by evidence. When it becomes necessary for a supervisor or manager to take corrective action, the action may be precipitated by a variety of situations. Disciplinary guidelines should be specific enough to ensure technically correct action, but flexible enough to permit the supervisor orbe 2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance. 3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment). 4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process. 5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors.