Guidelines for Disciplinary Action Clause Samples
The Guidelines for Disciplinary Action clause establishes the procedures and standards for addressing employee misconduct or performance issues within an organization. It typically outlines the steps involved in disciplinary processes, such as verbal warnings, written warnings, suspension, or termination, and may specify the types of behavior that warrant each level of action. By providing a clear framework for handling disciplinary matters, this clause ensures consistency, fairness, and transparency in the enforcement of workplace rules, thereby reducing the risk of arbitrary or discriminatory treatment.
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.
Guidelines for Disciplinary Action. The following guidelines shall be recognized in the discipline and/or dismissal of unit members:
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.
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.
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...
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.