Informal Discipline. In recognition of the desire to utilize the principles of counselling, guidance and training in support of the concept of progressive discipline and, in recognition of the principle that accountability can be achieved when minor infractions are dealt with by means other than a formal process, it is agreed that the following informal discipline process will be adopted. When an incident occurs which requires disciplinary intervention and, the circumstances are such as to not warrant intervention by way of a formal process, the Divisional Commander or their designate shall be responsible for determining the stage of Informal Discipline that is to be invoked. This determination shall be based on: - the nature and seriousness of the incident; - the circumstances surrounding the incident; - utilization of the principles of counselling, guidance and training; and - application of the concept of progressive discipline.
Informal Discipline. The identification of an employee’s unsatisfactory behavior, and the opportunity given to the employee for correction. Informal discipline consists of a written disciplinary action. A written disciplinary action is documentation of a supervisor providing notice to the employee to correct unsatisfactory performance and/or behaviors.
Informal Discipline a. Informal Counseling (Not Documented)
Informal Discipline. In recognition of the desire to utilize the principles of counselling, guidance and training in support of the concept of progressive discipline and, in recognition of the principle that accountability can be achieved when minor allegations of misconduct are dealt with by means other than formal discipline, it is agreed that in accordance with the provisions of Section 59 of the Police Services Act, the following Informal Discipline Process will be adopted. When an incident occurs which requires disciplinary intervention, and the circumstances are such as to not warrant intervention of a more formal nature, the Division Commander or designate shall be responsible for determining the stage of Informal Discipline that is to be invoked. This determination shall be based upon: - the nature and seriousness of the incident; - the circumstances surrounding the incident; - utilization of the principles of counselling, guidance and training; and - application of the concept of progressive discipline.
Informal Discipline. All Civilian Employee documentation of discipline shall be maintained in the Human Resources Department. In the event of verbal or written disciplinary action, if the employee improves performance and resolves the problem that caused the disciplinary action to be taken, the record shall be expunged after two (2) years. In circumstances where a civilian member is suspended or dismissed, that documentation shall remain permanently on the employee's personnel file.
Informal Discipline. Department Chairs, academic area leaders or other faculty unit members who have assumed supervisory functions over their divisions, departments and work areas, remain faculty members, and as such do not have disciplinary authority over other unit members. Reports of unprofessional conduct should be made to the Area Xxxx. The Area Xxxx (or administrative designee) shall investigate the complaint, and if the complaint is found to have merit, the Area Xxxx shall meet with the unit member to counsel him/her on proper behavior as a first, informal step in correcting the behavior. If a claim is determined to have no merit, no permanent record will be maintained by the District in the unit member’s official personnel file. If the Area Xxxx has done such counseling and sees no improvement in the offending unit member’s behavior; or if the offending unit member repeatedly displays the same or similar unprofessional behaviors; or if the behavior being displayed is of such a serious nature as to warrant immediate action as defined under the California Education Code §87732 described above, the Area Xxxx should promptly contact the Vice President for Academic Services or the Vice President for Student Services as appropriate, to begin disciplinary actions. The Association shall receive notice of all disciplinary actions upon the unit member’s approval.
Informal Discipline. Forms of informal discipline include, but are not limited to counseling, verbal warnings, letters of instruction, and work improvement plans. These forms of informal discipline may serve as evidence for future formal disciplines. Information regarding informal discipline shall be kept in the managers working file. Informal discipline is not subject to the grievance process. If the informal discipline is reduced to writing, the employee may provide a written rebuttal.
Informal Discipline. Informal discipline includes verbal counseling, written warnings, and other lower-level admonitions that are kept in the immediate administrator's office and not placed in the faculty member's personnel file.
Informal Discipline. Department Chairs, academic area leaders or other faculty unit members who have assumed supervisory functions over their divisions, departments and work areas, remain faculty members, and as such do not have disciplinary authority over other unit members. Reports of unprofessional conduct should be made to the area Xxxx, who shall meet with the unit member to counsel him/her on proper behavior as a first, informal step in correcting the behavior. If the area Xxxx has done such counseling and sees no improvement in the offending unit member’s behavior; or if the offending unit member repeatedly displays the same or similar unprofessional behaviors; or if the behavior being displayed is of such a serious nature as to warrant immediate action as defined under the California Education Code §87732 described above, the area Xxxx should promptly contact the Vice President for Academic Services or the Vice President for Student Services as appropriate, to begin disciplinary actions. The Association shall receive notice of all disciplinary actions upon the unit member’s approval.
Informal Discipline. (The Informal Discipline Procedure as provided under the Police Services Act (P.S.A.) or as negotiated by the parties) – Two or more documented incidents within 24 months of the date the promotion process is posted disqualifies the candidate provided the appropriate forms have been executed by the Service and the Member.
