Formal Actions Sample Clauses

Formal Actions. Formal disciplinary actions include written reprimands, suspensions, reductions in grade or pay, and/or removals. Informal disciplinary actions include oral and written counseling. No employee may be disciplined except for such reasons as will promote the efficiency of the Federal Service in accordance with applicable law. Disciplinary actions must not be arbitrary or capricious. Insofar as possible, and in order to maintain consistency and to assure that like penalties shall be imposed for like offenses, the guide to disiplanary actions contained in Army Regulation (AR) 690-700 Chapter 751, Table 1-1 (Table of Penalties for Various Offenses) and Appendix A will be consultated and used as a general guide for administering discipline.

Formal Actions. Actions such as (remediation or probation, suspension, termination, etc.) discussed below include, but are not limited to, any of the following examples: a) Failure to satisfy the academic or clinical requirements or standards of the training program expected for the level of training; b) Any inadequacy which adversely bears on the individual's performance, such as attitude, conduct, interpersonal skills, communication skills. c) Violations of professional responsibility, policies and procedures, state or federal law or any other applicable rules and regulations. d) Substantial change in oversight is necessary.

Formal Actions. 1. Formal actions will result in documentation included in the bargaining unit member‟s official personnel file and are subject to the grievance process. Formal actions may include the following: a. A written warning from the Xxxx that is entered into the faculty member‟s personnel file b. Placed on an improvement plan; c. Suspension for up to one academic year with or without pay including suspension from summer school or overloads; d. Termination during the contract of any bargaining unit member. 2. An improvement plan may also be utilized along with a written warning or suspension. 3. Just Cause Standard for Formal Action(s) Formal actions shall be imposed only for just cause. Just cause is a reason related directly and substantially to the professional fitness of the collective bargaining unit member one or more of the following areas: a. Serious professional misconduct as defined in Article 7 (Academic Responsibility) and/ or other serious violations of this Agreement or relevant Board Policies; b. Misrepresentation of qualifications or credentials pertaining to employment at the University; c. Plagiarism or other serious dishonesty related to teaching, scholarship, or professional service; d. Incompetence in performance that is directly related to the bargaining unit member‟s responsibilities to the University; e. Consistent inability or refusal to fulfill responsibilities to the University; f. Personal conduct i. that represents a serious and ongoing threat to the health or safety of any person in the University community, or ii. that manifests severe or continuing harassment or discrimination, or iii. that otherwise substantially impairs the bargaining unit member‟s fulfillment of responsibilities to the University; g. Persistent or malicious conduct that directly obstructs the performance of instructional or scholarly programs of the University;

Formal Actions a. Any notice of proposed disciplinary or adverse action will advise the employee of his/her applicable rights. b. Letters of Reprimand will be retained in the employee’s eOPF for up to two (2) years from the effective date.