Discipline Guidelines Sample Clauses

Discipline Guidelines. A written description of the rights and duties of all administrators and employees with respect to student discipline and the rights of suspended students, shall be presented to each employee in writing on the first day of each school year or as soon as possible thereafter.
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Discipline Guidelines. CLASSIFICATION OF PENALTIES
Sample 1
Discipline Guidelines. Discipline Steps Instance Recommended Discipline 1st Step 5 instances or 3 instances with more than 50 hours of work time lost. Verbal Counseling 2nd Step 6 instances or 3 instances of 60 hours or more of work time lost. Written Warning 3rd Step This step is triggered by the next instance if employee's record falls within the definition of excessive absenteeism. 3 days Suspension (Employees at this step would not be eligible for promotions or Authority- wide bidding) 4th Step This step is triggered by the next instance if employee's record falls within the definition of excessive absenteeism. 10 days Suspension (Employees at this step would not be eligible for promotions or Authority- wide bidding) 5th Step This step is triggered by the next instance if employee's record falls within the definition of excessive absenteeism. Termination Hearing An employee's last instance of absence occurred on December 1st. The employee had a Leave of Absence of two (2) months between August 1st and October 1st. The review period for the purpose of this Article would encompass the last six (6) months of employee's actual work time between April 1st and December 1st .
Sample 1
Discipline Guidelines. The Executive Director is the final recourse in all disciplinary situations and may waive any disciplinary rule for just cause at his discretion.
Sample 1
Discipline Guidelines. Discipline is an essential part of child rearing and when used positively it contributes to the healthy growth and development of a child and establishes positive patterns of behavior in preparation for adulthood. The objective of discipline is to promote behaviors beneficial to the child’s development and welfare and to change and/or eliminate behaviors, which are injurious to his or her well-being. Therefore, we encourage positive discipline as the most important aspect of child rearing practices for children and youth who are placed in the care of TFI Family Services, Inc.
Sample 1

Related to Discipline Guidelines

  • Applicable Guidelines The Sentencing Guidelines to be considered in this case are those in effect at the time of sentencing. The following statements regarding the calculation of the Sentencing Guidelines are based on the Guidelines Manual currently in effect, namely the November 2011 Guidelines Manual.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Guidelines The Office of State Procurement adheres to all guidelines set forth by the State and Federal Government concerning The Americans with Disabilities Act (ADA) as well as all mandated fire codes.

  • Hot Weather Guidelines For the purposes of site based discussions regarding the need to plan and perform work during expected periods of hot weather, the following issues shall be considered in conjunction with proper consideration of Occupational Health and Safety issues.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • HIV/AIDS Model Workplace Guidelines Grantee will: a. implement the System Agency’s policies based on the Human Immunodeficiency Virus/Acquired Immunodeficiency Syndrome (HIV/AIDS), AIDS Model Workplace Guidelines for Businesses at xxxx://xxx.xxxx.xxxxx.xx.xx/hivstd/policy/policies.shtm, State Agencies and State Grantees Policy No. 090.021. b. educate employees and clients concerning HIV and its related conditions, including AIDS, in accordance with the Texas. Health & Safety Code §§ 85.112-114.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • General Guidelines Conduct yourself in a responsible manner at all times in the laboratory.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Company Policies and Procedures 7.1.1 The Company will ensure that Employees are able to readily access Company policies and procedures that apply to the Employees. 7.1.2 The Employees will observe and act in accordance with Company policies and procedures that apply to the Employees, as implemented and amended from time to time.

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