DISCIPLINE OF EMPLOYEES. No employee shall be disciplined or deprived of any professional benefits without just cause. No employee shall be publicly reprimanded. If disciplinary action is warranted, the following procedures will be followed. For first offense situations and any subsequent offenses where such action is deemed appropriate, an oral warning will be issued at a conference held for that purpose. Subsequent offenses of the same type may subject the employee to letters of reprimand. Subsequent offenses of a different type will normally be preceded by an oral warning unless the employee is repetitively in violation of established rules and/or practices in which case a letter of reprimand may be issued directly. Offenses occurring subsequent to the issuance of a letter of reprimand shall be dealt with by the administration as may be deemed appropriate. For offenses of a serious nature, immediate corrective action may be taken up to and including termination of services. However, the severity of any disciplinary action shall be commensurate to the offense. An employee shall have the right to a representative of his/her choice at any conference which may reasonably be expected to lead to disciplinary action. Although it is management’s prerogative to initiate disciplinary action, an employee who disagrees with the disciplinary action shall submit a grievance directly to Step 3 of the grievance procedure.
Appears in 6 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Collective Bargaining Agreement
