Guidelines for Disciplinary Action Sample Clauses

Guidelines for Disciplinary Action. 19.2.1 The following guidelines shall be recognized in the discipline and/or dismissal of unit members: 19.2.1.1 The unit member shall be adequately informed of the consequences of his/her conduct. 19.2.1.2 The District’s rules, regulations and policies shall be reasonable and related to the efficient operation of the District. 19.2.1.3 A fair and objective investigation should reveal the necessity for disciplinary action. 19.2.1.4 Rules, orders and penalties should be applied fairly and equitably. 19.2.1.5 Disciplinary action should be appropriate and reasonably related to the nature of the offense.
Sample 1Sample 2Sample 3See All (20)
AutoNDA by SimpleDocs
Guidelines for Disciplinary Action. The following guidelines shall be recognized in the discipline and/or dismissal of unit members:
Sample 1Sample 2Sample 3See All (4)
Guidelines for Disciplinary Action. 14.3.1 The following examples of reasons for which a unit member may be disciplined are divided into two (2) groups. Those reasons listed in Group 1 are examples of potentially remedial work behaviors which result in less than satisfactory employee performance. Any unit member exhibiting one (1) or more behaviors of this type may be disciplined and encouraged to improve his/her performance so as to eliminate the risk of more severe disciplinary action. The offenses listed in Group 2 are examples of very serious offenses, which would warrant very severe disciplinary action. The following examples are guidelines only and are not intended to cover every type of offense for which a unit member may be disciplined. The examples of discipline are examples only and do not in any way limit the authority of the Superintendent to discipline a unit member.
Sample 1Sample 2Sample 3See All (4)
Guidelines for Disciplinary Action. The following guidelines shall be recognized in the discipline and/or dismissal of unit members: a. The District’s rules, regulations and policies shall be reasonable and related to the efficient operation of the District. b. Rules, orders and penalties should be applied fairly and equitably. c. Disciplinary action should be appropriate and reasonable related to the nature of the offense. 29.1.1 Progressive discipline shall be utilized except for conduct which is of such a nature that progressive discipline normally would not result in corrective conduct or the conduct is so egregious that immediate action is warranted. 29.1.1.1 The elements of progressive discipline shall be administered in a timely manner. 29.1.2 Initially the immediate supervisor shall discuss the unit member’s acts or omissions prior to issuing a verbal reprimand. 29.1.3 The immediate supervisor will provide the unit member with a follow up written notice of communication (e.g., email) confirming the verbal reprimand. This communication shall not be placed in the employee’s personnel file unless it is later attached to a written reprimand or notice of suspension as set forth in this Article. 29.1.4 If a verbal reprimand does not result in corrective conduct, a written reprimand may be issued. 29.1.5 If suspension without pay is recommended as a disciplinary action it shall be preceded by a written reprimand. Exceptions may occur where conduct is of such a nature that written reprimands normally would not result in corrective conduct or where there has been no improvement after the first written reprimand. 29.1.6 Normally, any initial suspension of a unit member pending a disciplinary hearing shall be with pay.
Sample 1Sample 2
Guidelines for Disciplinary Action. The following guidelines shall be used in the discipline of unit members under this Article. a. The Superintendent, or designee, shall inform the employee by written notice of the specific charges against the employee. The written notice of discipline shall be served at least 10 days prior to said initiation of a suspension or demotion. b. The District’s rules, regulations and policies shall be reasonable and related to the efficient operation of the District. c. A fair and objective investigation should precede disciplinary action and the results of the investigation shall be available to the employee. d. Unsubstantiated information shall not be grounds for discipline. e. Rules, orders and penalties should be applied fairly and equitably. f. Unit members shall have the right to Federation representation throughout every step of the disciplinary procedure. g. Disciplinary action should be appropriate and reasonably related to the nature of the offense. h. The employee has the right to respond in writing and to have the response attached to any derogatory information to be placed in their personnel file. i. The employee’s supervisor may recommend at any time either that the employee be disciplined or that the employee be given additional time to improve their performance. j. The employee may request an informal conference, at any time, with the superintendent or designee to resolve the issues in question. k. The employee may utilize the grievance procedure to challenge any alleged violation of this section.
Sample 1
Guidelines for Disciplinary Action. The following examples of reasons for which a unit member may be disciplined are divided into two groups. Those reasons listed in Group 1 are examples of potentially remedial work behaviors which result in less than satisfactory employee performance. Any unit member exhibiting one or more behaviors of this type may be disciplined and encouraged to improve her/his performance so as to eliminate the risk of more severe discipline action. The offenses listed in Group 2 are examples of very serious offenses which could warrant very severe disciplinary action. The following examples are guidelines only and are not intended to cover every type of offense for which an employee may be disciplined. The examples of discipline are examples only and do not in any way limit the authority of the District to discipline an employee. Revised 1988/89 Examples of Group I Reasons Examples of Discipline for Proven Offenses 1st 2nd 3rd Unauthorized lateness to work Reprimand Reprimand to Suspension Suspension to Termination Unauthorized absences Reprimand Reprimand to Short Suspension Reprimand to Termination Abuse of Sick Leave (including Personal Necessity) Reprimand Reprimand to Suspension Suspension to Termination Failure to observe precautions for personal safety, posted rules, signs, written or oral safety instructions, or to use protective clothing or equipment Reprimand to Short Suspension Reprimand to Termination Suspension to Termination Examples of Group II Reasons Failure to perform regular or other assigned duties Conviction of any criminal act involving moral turpitude Disorderly or immoral conduct while in a paid status Violation of any lawful order by supervisor These offenses are very Insubordination serious and, depending on Incompetency or inefficiency in performance of duties the circumstances, may Intoxication while on duty warrant severe discipline Use of narcotics or drugs illegally up to and including Damage to or waste of District property or supplies due to negligence or willful acts, or conversion of public property dismissal. Violation of any of the District’s regulations regarding duties, conduct, or performance of a classified employee Willful conduct tending to injure the public service Sexual harassment Failure to report to duty for three (3) consecutive days without District approval Failure to return from a leave of absence within five (5) working days after the expiration of an authorized leave. Amended 2017/18 14.4 Procedure for Informally Di...
Sample 1

Related to Guidelines for Disciplinary Action

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include written censures, letters of reprimand and adverse reports or employee appraisals. (b) An employee shall be given a copy of any document, report, incident, or notation placed on the employee's file which might be the basis of disciplinary action. (c) Should an employee dispute any such entry in her file, she shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of her personnel record. (d) Upon the employee's written request, any such document, other than official evaluation reports, shall be removed from the employee's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. (e) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • GUIDELINES FOR REVIEWS We may provide you areas on the Site to leave reviews or ratings. When posting a review, you must comply with the following criteria: (1) you should have firsthand experience with the person/entity being reviewed; (2) your reviews should not contain offensive profanity, or abusive, racist, offensive, or hate language; (3) your reviews should not contain discriminatory references based on religion, race, gender, national origin, age, marital status, sexual orientation, or disability; (4) your reviews should not contain references to illegal activity; (5) you should not be affiliated with competitors if posting negative reviews; (6) you should not make any conclusions as to the legality of conduct; (7) you may not post any false or misleading statements; and (8) you may not organize a campaign encouraging others to post reviews, whether positive or negative. We may accept, reject, or remove reviews in our sole discretion. We have absolutely no obligation to screen reviews or to delete reviews, even if anyone considers reviews objectionable or inaccurate. Reviews are not endorsed by us, and do not necessarily represent our opinions or the views of any of our affiliates or partners. We do not assume liability for any review or for any claims, liabilities, or losses resulting from any review. By posting a review, you hereby grant to us a perpetual, non-exclusive, worldwide, royalty-free, fully-paid, assignable, and sublicensable right and license to reproduce, modify, translate, transmit by any means, display, perform, and/or distribute all content relating to reviews.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!