Discipline, Suspension, and Termination. 0201 After their probation period, employees may only be disciplined or terminated for just cause. Normally the following progressive discipline system shall be used, provided, however, that the administration may deviate from this system based on the severity of the misconduct or offense:
Discipline, Suspension, and Termination. An employee utilizing sick leave may not maintain employment in another job (outside of the Willard City Schools) during their regular district work hours. The employee must provide documentation from a physician outlining the reasons other employment is permissible relating to injury or illness.
Discipline, Suspension, and Termination. The parties have entered into this Agreement in good faith and acknowledge their respective ethical and legal obligations to fulfill its terms and conditions. The parties recognize, however, that under certain circumstances it may be necessary or advisable for the Hospital to discipline a Resident. Discipline includes, but is not necessarily limited to, warnings, suspension and termination of the Resident's appointment. It is mutually recognized that discipline, in any form, can threaten a Resident's career development. Conduct, in addition to behaviors listed in the Human Resource Policy and Procedure Standards of Conduct (See Reference Table for the location of Human Resources Policy), which may be subject to discipline (up to and including termination) includes, but is not limited to:
A) Violation of the terms of this Agreement or the Hospital's policies governing or relating to residents or fellows as employees; and,
B) Any habits or addictions to substances that might impair judgment and/or interfere with the performance of the Resident's assigned duties; and,
C) Failure to comply with Hospital and Program policies, procedures, rules and regulations; and,
D) Failure to meet the respective Residency Program's standards of performance for patient care and/or academic achievement, competency, milestone achievements and development including; • Poor or incompetent clinical performance; and, • Professional misconduct; and, • Continued poor clinical competency evaluations in any of the six general competency dimensions of Patient Care, Medical Knowledge, Practice-Based Learning and Improvement, Interpersonal and Communication Skills, Professionalism, Systems Based Practice and Procedural Attainments; and,
E) Conduct that endangers patients or others or disrupts the operations of the Residency Program or Department or any other unit of the Hospital; and,
F) Consistent disregard for the policies and procedures governing the completion of Medical Records; and,
G) Failure to complete necessary examinations within a prescribed timeframe. Attached as Exhibit "C" is the "Due Process and Grievance Protocol" for Residents, which includes the procedures by which the Resident will be afforded an opportunity to appeal a decision to terminate his/her appointment or non-promotion and/or to adjudicate complaints regarding his/her work environment, program or faculty.
Discipline, Suspension, and Termination. 1. A union member shall be entitled to the presence of a Union representative at an investigatory interview if he/she requests one and if the employee has reasonable grounds to believe that the interview may be used to support disciplinary action.
2. Employees who have completed their period of probation shall be entitled to continuing employment and shall not be discharged, or demoted to a position of lower classification except for just cause. Any complaint that an employee (other than a probationary employee) has been discharged, suspended without pay or demoted to a position of lower classification for other than just cause, shall be subject to the grievance procedure provided by Article XXIV of the Contract. (The term “discharged” does not pertain to “layoffs.”)
3. Employees covered by this Contract may be suspended without pay for dereliction of duty, insubordination, persistent discourteous treatment of the public, students, or fellow employees, failure to make reasonable provisions for payment of just debts, being absent from duty without leave, reporting to work intoxicated or with liquor on his/her person, thievery, immoral acts, falsifying information regarding industrial injury claims or absence for reasons of illness, illegal substances or for any other similar infractions.
4. The Director of Food Service, the Assistant Superintendent for Human Resources and Superintendent have the authority to suspend, subject to the provisions of Article VI, Section 3, of this Contract. Suspensions may be with or without pay and could lead to exoneration, reprimands, or dismissal.
5. Upon the request of the employee concerned, any suspension without pay shall be subject to the regular grievance procedure contained in Article XXVI of this Contract.
6. The right to discharge is vested solely in the Board, and each individual situation shall be ruled on by the Board, subject to Article IV of this Agreement.
7. It is understood that in cases of termination of employment of any non-probationary employee, the reason or reasons will be given to the employee concerned, at his/her request.
8. In the case of voluntary termination of employment, either by the employee or by the authority of the Board, two (2) week notice will be given where possible, unless the Board concludes that continued presence of the employee on the premises will be detrimental to the best interest of the school, in which case employment may be terminated immediately upon notice, along with two ...
Discipline, Suspension, and Termination. A. An employee may be disciplined, suspended or terminated because of incompetency, inefficiency, dishonesty, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, failure to follow rules, or violation of board policy.
B. The following are guidelines for progressive disciplinary action required to improve employee job performance, deficiencies and/or unacceptable conduct, standards or practices.
Discipline, Suspension, and Termination. After completion of the probationary period, this procedure shall apply to discipline, suspension or termination for any of the reasons set forth in Article 8. Normally, an employee shall receive a verbal warning on the first offense; a written reprimand on the second offense; may be suspended on the third offense and may be suspended or terminated on the fourth offense; provided, however, that the Superintendent may accelerate disciplinary measures to any step if, in his sole opinion, the gravity of the offense warrants such action. Unreasonable and unsatisfactory attendance shall be progressively disciplined per Article 9, after the employee has been advised by his/her supervisor that a problem exists. Prior to discipline, suspension or termination, the unit member shall be informed in writing of the reason for the disciplinary measure, shall be given an opportunity to respond and shall be given the right to be accompanied to any meeting by a representative of the union. An employee may be relieved of his/her duties with or without pay pending an investigation for a reasonable period of time prior to the meeting where discipline, suspension or termination is decided. Records of disciplinary action shall be removed from the employee's record after thirty-six (36) months provided no intervening discipline has occurred. A member shall have the right to request that the Superintendent remove any record of disciplinary action in the intervening period. Termination shall not be subject to the grievance procedure during the probationary period set forth in Article 8. This article supersedes the provisions of Section 3319.081, R.C.
Discipline, Suspension, and Termination. A. Teacher Discipline
1. In no case shall disciplinary action be made public by the District, except as required by law.
2. On any occasion in which it is contemplated that a teacher may receive disciplinary action, the teacher shall be notified of such meeting in advance and may have a representative present.
3. The Administration and/or the Board of Education shall have the authority to discipline teachers using any or all of the following in its sole discretion:
a. Oral reprimand by the principal.
b. Written reprimand by the principal. Suspension with or without pay by the principal. The suspension may be for up to twenty (20) days. See grievance procedures, Article XXV.
c. Upon the recommendation of the Superintendent, the Board of Education may suspend a teacher, with or without pay, for a period not to exceed ninety (90) teaching days.
Discipline, Suspension, and Termination. A. Every employee shall be characterized by good behavior and efficient service, but any employee may be disciplined, suspended, or terminated for incompetency, inefficiency, dishonesty, drunkenness on the job, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, or violation of the policy of the Board of Education.
B. All formal discipline (i.e. suspensions, with/without pay, termination of employee, and demotions) shall be subject to the grievance procedure.
C. The following are guidelines for progressive disciplinary action required to improve employee job performance, deficiencies and/or unacceptable conduct, standards or practices: STEP 1 - WARNING Written notification to the immediate supervisor’s file,
Discipline, Suspension, and Termination. Any employee may make a written reply to any disciplinary record in his/her file and it shall be annexed to the record and remain part of the file. In imposing discipline, the Board shall not take into account any prior infraction which occurred more than five (5) years previously. Discipline shall be for cause. Notwithstanding any other provision within this contract, any employee whose position requires a commercial drivers’ license will be placed on unpaid leave without benefits during any period of time that the commercial driver’s license is suspended, even if the Court has given specific driving privileges to the employee during the time of suspension. Any employee who is on unpaid leave during the suspension of the CDL shall have the opportunity to continue to receive group insurance coverage. Failure of the individual to forward payments to the Board at the stipulated times will terminate this option. If an employee whose position requires a commercial drivers’ license, and the commercial drivers’ license is revoked, that employee is terminated from the position that requires a commercial drivers’ license. An employee terminated due to the revocation of the commercial driver’s license may bid for an open position as would any outside applicant. Unpaid leave under this provision shall terminate upon revocation of a CDL or two years, whichever is first. An employee shall be given a copy of any written reprimand or other disciplinary action entered on his/her personnel record, upon request, within five (5) work days of said request. Further, the employee will receive a copy of any suspension and/or discharge notice within ten (10) working days of the action taken. Any employee who has been disciplined by suspension or discharge will be given a written statement describing the reason or reasons for which he has been suspended or discharged. The employee will be advised of the duration of the suspension or discharge. In the case of suspension or discharge, the employee shall have the right to have a representative of the union present. Any suspension shall be for a specified number of consecutive days on which the employee would be regularly scheduled to work. This Article does not apply to the non-renewal of limited or probationary contracts. All discipline is subject to the grievance procedure. An employee’s continuing contract may be terminated by a majority vote of the Board, only for a violation of written rules and regulations, as set forth by th...
Discipline, Suspension, and Termination. If an allegation(s) or charge(s) of a substantive nature is brought against an Employee, the Superintendent may suspend the Employee with pay until such time as the District concludes its investigation of the allegation(s) or incident(s) that led to the suspension. In the event an Employee is to be suspended without pay or terminated for disciplinary or job performance reasons (i.e., not for reduction-in-force), the District shall provide the Employee in writing with notice of the following:
A. Reasons for the unpaid disciplinary suspension or employment termination;
B. The date(s) and duration of the suspension or the effective termination date; and
C. Notification of the Employee’s right to request a review hearing on the reasons for the unpaid suspension and/or termination before the Superintendent, with a representative of the Union, if the Employee so elects. The Superintendent’s decision shall be considered final and is not subject to the grievance and arbitration procedures set forth in Article IV of this Agreement.
