Discipline/Corrective Action. 1. Investigatory Meetings under the Xxxxxxxxxx rule. A nurseregistered nurse has the right to request a representative of the Association be present for an interview by the Medical Center as part of an investigation that might lead to discipline.
Discipline/Corrective Action. No employee shall, by reason of his employment, be deprived of any rights or freedoms, which are afforded to other citizens of the United States by the State and Federal Constitutions and Washington law. No employee shall be compelled by the City to give self-incriminating information, either verbal or written, during any criminal investigation when such investigation involves allegations against the employee nor in any internal investigation which could lead to a criminal charge against the employee. Any refusal by an employee to give self- incriminating information under these conditions will not result in the employee’s termination, suspension, reprimand, transfer, or any other form of disciplinary action by the City. The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: • oral reprimands, which will be documented; • written reprimands; • disciplinary transfer; • suspension with or without pay; • demotion; or • discharge. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline. Employees shall have the right to provide a written response to any written disciplinary action to be included in the personnel file, which, together with the action, will be retained in the personnel file, for so long as the disciplinary action is retained. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Guild in writing withi...
Discipline/Corrective Action. 18 1. Investigatory Meetings under the Xxxxxxxxxx rule. A nurse 19 has the right to request a representative of the Association be present for 20 an interview by the Medical Center as part of an investigation that might 21 lead to discipline. .
Discipline/Corrective Action. With the exception of probationary employees who may be terminated at the discretion of the appointing authority at any time, no regular or non-regular employee shall be terminated except for just cause. The parties recognize that, generally, just cause requires progressive discipline. Progressive discipline may include: A. oral warnings, (documented);
Discipline/Corrective Action. The district will take prompt and equitable corrective measures within its authority on findings of harassment, intimidation or bullying. Depending on the severity of the conduct, corrective measures may include counseling, education, discipline, and/or referral to law enforcement.
Discipline/Corrective Action. The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. No employee shall be discharged except for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: • oral warnings, which will be documented; • written warnings – which may also include work performance improvement or corrective action plan for poor work performance or misconduct; • suspension or administrative leave with or without pay; • demotion; or • discharge. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem and may result in more progressive discipline for cause. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather shall be requested as an indication that they have seen and comprehend the gravity of the disciplinary action. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Union in writing within three (3) working days after any notice of written warning, suspension, demotion, or discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected employee may file a grievance. All communication surrounding this action is to be treated as confidential and sensitive. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request, they shall be afforded a Union representative. The Employer will delay the inter...
Discipline/Corrective Action.
Section 1: It is understood and agreed that any time the Company decides to take disciplinary/or corrective action against any Operators, they will, at the same time, notify the properly accredited officials at the Union Office (by mail, or e-mail). In the event the Company wishes to counsel, or impose discipline for an alleged infraction, an Operator’s attendance is required at a hearing. No Operator shall be disciplined without just cause.
A. An Operator shall be given the basis of the charges in writing. The hearing shall not be held on Operator’s days off, except in cases involving suspension. The hearing shall only deal with the charges against the Operator. Corrective action notices will not be issued later than seventy-two (72) hours after the violation is made known to the Company (Saturdays, Sundays, holidays, days off, sickness, vacation, leave of absence excluded). When spotter reports are used for discipline, the Company has ten (10) working days (Saturdays, Sundays, holidays, days off, vacation, leave of absence, sickness, and industrial injury excluded) to counsel and, if necessary, issue corrective action notices for a violation of the rules. The ten (10) days shall begin at the time the violation is made known to the Company.
B. The Company and the Union will, at either party’s request, consent to a pre-hearing conference to discuss information relative to the hearing. If either party requests a pre-hearing conference, information pertinent to the case will be made available at that time.
C. All hearings, counseling’s or meetings which may result in a penalty will be attended by the Operator charged and a Union official may be present (if so desired by the Operator). A waiver supplied to the Company by the Union and signed by the Operator will be required if an Operator does not want Union representation.
D. When the Company requires an Operator’s attendance in a disciplinary hearing, the Operator will be paid actual hearing time not to exceed 1 hour.
E. If, as a result of the hearing, grievance procedure, arbitration or otherwise, it is found that the Operator has been unjustly or improperly deprived of wages, then, and in that event, he shall be reimbursed by the Company to the extent of his wages lost and be reimbursed for all actual time spent in the hearings.
F. After a penalty has been assessed, no other action shall be taken against the Operator for that infraction.
G. All hearings will be scheduled to start no earlier than one (1)...
Discipline/Corrective Action. The Medical Center shall have the right to suspend, discharge and discipline give corrective action to nurses for proper just cause. Corrective action may include verbal warning, written warning, suspension without pay, or discharge. These forms of discipline corrective action will generally be used progressively, but the Medical Center may bypass one (1) or more of these disciplinary steps depending on the nature and the severity of the incident, and the time period between corrective actions, using the principles of just cause.
Discipline/Corrective Action. Any discipline, demotion, or discharge of a regular employee shall be based upon just cause. Progressive discipline and/or corrective action may include: oral warnings, which will be identified as such by the City and documented; written reprimands, which may also include work performance improvement or corrective action plan for poor work performance or misconduct; suspension without pay; demotion; or
Discipline/Corrective Action. With respect to discipline/corrective action the parties mutually agree to the following:
4.03.01. In the current discipline/corrective action process, the Company shall consult with the Union before any decisions are made regarding "Corrective Action", in order that the Union can provide their input and perspective prior to the Company making decisions and taking action.
4.03.02. It is understood that "Corrective Action" is an attempt to make positive changes in an employee’s behaviour and/or performance and may include the application of punitive or non-punitive discipline.
4.03.03. It is further understood, that when practical and appropriate, the Union may be involved with Company representatives in a proactive manner prior to the application of "Corrective Action". This may include the Union Representative (Business Agent / Shop Xxxxxxx) being involved in the investigation process, the review and development of interests and options to resolve the matter and achieve a commitment to a specific course of "Corrective Action".
4.03.04. The Company agrees to keep the Union informed regarding the development of any Company Policy regarding "Corrective Action" or revisions to the existing Company Discipline Manual.
