Discipline Steps. 1. No Association member shall be disciplined without just cause. The Board will subscribe to the principles of prompt progressive discipline that shall include:
a) A documented verbal warning b) Written warning
Discipline Steps. A. Discipline shall consist of four (4) steps but not limited to: Step 1 – Documented Verbal Warning with Corrective Action Plan Step 2 – Written Reprimand with Corrective Action Plan Step 3 – Suspension with acknowledgment of correction with opportunity to resign. Step 4 - Discharge
B. The Documented Verbal Warning (refer to Appendix F) is normally the first indication of a violation. It consists of a verbal conference with the employee in the presence of a union xxxxxxx. The Corrective Action Plan will use the form provided from Human Resources and will document the plan for corrective action (Appendix F, Corrective Action Plan section).
C. The Written Reprimand is a formal notice of violation (refer to Appendix F). It serves as notice that continued infractions will result in more serious discipline. All written warnings will be given to the Employee and filed in their personnel folder.
D. A Suspension is for serious or repeated offenses an Employee may be suspended without pay. Salary will not be paid while on suspension unless it is determined that the employee was unfairly suspended. Reasons for their suspension will be documented, given to the employee and filed in their personnel file.
E. In the case of a discharge there may be exceptions to using this disciplinary procedure where good business practice demands immediate suspension or dismissal of an employee.
F. In the case of voluntary separation from employment with the College during open disciplinary action, the following will occur:
1. All pending actions of discipline or grievances related to the discipline shall become moot.
2. For this reason, all parts of these actions shall be removed from all of the employee’s personal files immediately.
3. Human Resources shall immediately send notice to the union that any pending discipline and/or grievances related to said discipline has been removed from the employee’s file.
4. Human Resources shall immediately send notice to the union that the employee has voluntarily resigned from the College’s employment.
5. Voluntary separation during step 3 of the discipline procedure shall receive earned vacation irrespective of provisions in Article XII, Vacations, Section 3., Pay in Lieu of Vacation Time, B.
Discipline Steps. When a referral is made by a teacher regarding mischievous or severe behavior it will be submitted to Administration. Referrals will be processed as follows below: (Behavioral interventions may begin on Step 1 or Step 2): • Step 1: Teacher conferences with student and maintains written documentation of student behavior. • Step 2: Teacher documents student behaviors and determines appropriate intervention strategies. Teacher contacts parents; may include the counselor and administration. Teacher maintains written documentation of student behavior. • Step 3: Teacher refers student to the administration and parents are contacted. This indicates that the student has not responded to step 2 and/or 3 interventions in the classroom. Administration maintains written documentation of student behavior. o Referrals will result in a conference with the student/parent and assignment of a consequence determined by the Administration. Areview of step 1 and 2 interventions and alternate strategies may be considered by the Administration and the teacher. For severe deviant behavior or repeated violations, the student may be suspended from school for a period of one to five (1-5) days by the Administration or certified designee. See Idaho Code 33-205 or North Star Policy 502.1 for more information • Continued referrals may result in progression to level three. This may take place by a telephone or school conference. When the student does not respond to interventions, expulsion will be considered. The Board reviews all expulsions. The Administrator has the authority to temporarily suspend a pupil until a final determination is made by the Board. The Administrator or designee may recommend to the Board a time period for pupil expulsion up to one year. No pupil shall be expelled without the Board having first given written notice to the parent or guardian of the pupil, which notice shall state the grounds for the proposed expulsion or denial of enrollment and the time and place where such parent or guardian may appear to contest the action of the Board to deny school attendance, and which notice shall also state the rights of the pupil to be represented by counsel, to produce witnesses and submit evidence on his/her own behalf, and to cross-examine any adult witnesses who may appear against him. Within a reasonable period of time following such notification, the Board shall grant the pupil and his parents or guardian a full and fair hearing on the proposed expulsion or denial ...
Discipline Steps. With the exception of offenses or performance problems requiring more stringent or immediate action, employees shall be disciplined as follows:
1. First-time offenders shall generally be counseled and given a verbal warning. A verbal warning shall be documented.
2. Should the misconduct continue, a written warning will be issued the employee and placed in his or her personnel file, along with notification that further misconduct could be grounds for more severe disciplinary action. The written warning shall be signed and dated by the employee. If the employee refuses to sign the warning, another supervisor should be immediately brought in and asked to witness that the employee has seen, but refuses to sign, the warning.
3. If, after 1 and 2, the employee still persists in the conduct giving rise to the disciplinary action, the District may take whatever action it deems appropriate up to and including discharge. The District reserves the right to deviate from this policy when the circumstances warrant such a deviation. Immediate termination for one offense may therefore occur where it is deemed appropriate in the District’s sole discretion. Progressive discipline is not applicable to staff reductions and layoffs.
Discipline Steps. All bargaining unit member discipline shall be applied according to the following progressive steps except when the offense may require a more severe penalty. Prior to formal discipline, however, either the employee or the supervisor may initiate informal discussion. Informal discussion or counseling is voluntary, does not preclude formal counseling and shall not be noted in the personnel file.
Step 1. Formal Counseling
Step 2. Formal Written Reprimand Step 3. Suspension
Discipline Steps. The Company values progressive disciplinewith the aim of cor- recting an employee’sbehaviour. Infractionsto Company Rules and Regulations or misbehaviour by an will result in progressive discipline. Repeated misbehaviour is brought to one’s attention through stronger discipline up to and including termination of employment. Counselling Xxxxxxx maybe present on request of employee) Progressive Discipline Steps Step Verbal Warning Step Written Reprimand Step One Day Suspension Step Three Day Suspension Step Five Day Suspension Step Termination The Company will not deviate from the “Progressive Discipline Steps” for the duration of the Collective Agreement subject to the offence involved the employee’s past discipline record.
Discipline Steps. Notwithstanding the Town’s ability to provide verbal counseling to any employee at any time and to document such events as may be necessary, disciplinary action may normally be dispensed in the following manner, although it need not be administered in this order:
(1) Written Reprimand
(2) Suspension without Pay
Discipline Steps. The Company values progressive discipline with the aim of correcting an employee's behaviour. Infractions to Company Rules and Regulations or misbehaviour by an will result in progressive discipline. Repeated misbehaviour is brought to one's attention through stron- ger discipline up to and including termination of employ- ment. Generally, progressive disciplineoccurs for continued acts of misconduct. However, in cases of severe actions of misconduct, some steps may be omitted. Some examples of severe misconduct (but not limited to these) would be theft, discrimination, harassment,AWOL, insubordination, sleeping at work, smoking in restricted areas, horseplay, defacing Company property. Progressive Discipline Steps. Counsel Step Verbal Warning Step -Written Reprimand Step One Day Suspension Step -Three Day Suspension Step Five Day Suspension Step Termination The Company will not deviate from the "Progressive Dis- cipline Steps" for the durationof the CollectiveAgreement. Dear
Discipline Steps. The Company values progressive discipline with the aim of correcting an employee’s behaviour. Infractions to Company Rules and Regulations or misbehaviour by an will result in progressive discipline. Repeated misbehaviour is brought to one’s attention through stronger discipline up to and including termination of employment. Generally, progressive discipline occurs for continued acts of misconduct. However, in cases of severe actions of misconduct, some steps may be omitted. Some examples of severe misconduct (but not limited to these) would be theft, discrimination, harassment, AWOL, insub- ordination, sleeping at work, smoking in restricted areas, horseplay, defacing Company property.
Discipline Steps. With the exception of offenses or performance problems which justify cause for more stringent or immediate action, employees shall be disciplined as follows:
