Formal Disciplinary Discussion Sample Clauses

Formal Disciplinary Discussion. During the formal disciplinary discussion, the supervisor will (i) discuss the problem with the employee; (ii) remind the employee of the importance of their commitment to follow work rules; (iii) inform the employee of the steps for formal discipline, referring specifically to the current step and restate the employee’s need to live up to their commitment; (iv) inform the employee that written reminders and a DML in effect during the performance evaluations period may affect an employee’s performance rating; and (v) close the meeting by expressing confidence in the employee’s ability to change. The supervisor will document the discussion by preparing a written letter/memo outlining the conversation including the date the formal discipline was administered and supervisor’s signature, give the original letter to the employee, keep a copy for the supervisor’s file and provide a copy to Human Resources.
Sample 1
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Related to Formal Disciplinary Discussion

  • Formal Discussion In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Employer, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.

  • Formal Discussions Section 3.1.1. Pursuant to 5 USC 7114(a)(2)(A), the Union shall be given the opportunity to be represented at any formal discussion between one or more employees it represents and one or more representatives of the Employer concerning any grievance (to include settlement discussions) or any personnel policy or practice or other general condition of employment. This right to be represented does not extend to informal discussions between an employee and a supervisor concerning a personal problem, or work methods and assignments.

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

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