Levels of Discipline. 10 1. The level of discipline imposed on non-probationary employees for 11 violation of the Alcohol and Drug Policy Work Rules above or other violations resulting 12 from the use of alcohol or drugs will be according to the provisions of Article 16,
Levels of Discipline. Depending on the level of the violation of the “General Rules of Conduct” the Chief, Town Administrator or Board may use whatever level of discipline it deems appropriate for the offense. Those levels include:
A. Oral or Written Reprimand: Said reprimand will contain a statement of the offense, and the steps necessary for correction of the issue. Said reprimand will be reviewed by the parties and signed off and placed in the employee’s personnel file. If the employee refuses to sign off, this will be noted on the reprimand and be placed in the employee’s personnel file. Said reprimand may be appealed to the Town Administrator within 5 days and he shall render a decision within 3 working days.
B. Administrative Leave (without pay): The Chief, with the concurrence of the Town Administrator may suspend an employee for a period up to ten working days for an offense. If the Chief and Town Administrator feel the safety of the employee, the public or other employees may be at risk they may take immediate action. If such immediate suspension is given the Town Administrator shall notify the Chairman of the Board of Selectmen within 48 hours. If the employee chooses he may appeal the decision of the Town Administrator to the Board of Selectmen with ten (10) days. The Board shall meet with the employee, who has a right to representation by the union, within fifteen (15) working days and shall render its decision within ten (10) working days after said meeting.
Levels of Discipline. 1. Written record of an oral reprimand issued by a supervisor that remains in the employee’s Department file for a period not to exceed one year.
2. Written reprimand issued by a Division Commander or the Chief of Police.
3. Suspension recommended by the Chief of Police and approved by the Township Supervisor.
4. Discharge from employment to be issued by the Township Supervisor.
Levels of Discipline. The following disciplinary actions may be imposed by the district for good and sufficient grounds:
a. Oral reprimand;
b. Written reprimand;
c. Letter of deficiency;
d. Administrative transfer in accordance with 8-3-2;
e. Withholding of a salary increase or increment;
f. Suspension without pay;
g. Discharge in accordance with 9-6.
Levels of Discipline. The following disciplinary actions may be imposed by the district for good and sufficient grounds: a Oral reprimand; b Written reprimand;
Levels of Discipline. The parties agree that progressive and escalating levels of discipline are preferable to allow an employee proper notice of misconduct and the opportunity to improve performance. Employee coaching performed by a supervisor is not considered discipline. The level or degree of discipline imposed shall be appropriately based on an employee’s prior record of service, length of service, severity of offenses and prior record of discipline. Disciplinary action or measures shall include the following:
(a) Verbal reprimand;
(b) Written reprimand;
(c) Suspension without pay;
(d) Discharge.
Levels of Discipline. The Employer agrees with the tenets of progressive and corrective discipline, where appropriate. The levels of discipline may include the following actions:
1. Oral warning
2. Written reprimand
3. Suspension without pay not to exceed 30 days.
4. Discharge
Levels of Discipline. 15 1. The level of discipline imposed on regular status employees for 16 violation of the Alcohol and Drug Policy Work Rules above or other violations resulting 17 from the use of alcohol or drugs will be according to the provisions of Article 14, 18 Disciplinary Action.
19 2. Employees will be held fully accountable for their behavior. Use of 20 alcohol or drugs, or alcohol or drug dependency, will not mitigate the discipline imposed 21 for rule violations, misconduct, or poor performance except as specifically provided in the 22 section on last chance agreements below.
23 3. The Parties acknowledge that, all other things being equal, certain 24 duties imply a higher standard of accountability for compliance with the requirements of 25 this policy than others. These duties include, but are not limited to, the following:
26 a. works in the criminal justice system 27 b. responsibility for public safety or the safety of co-workers
Levels of Discipline corrective action are: (a) instruction and cautioning (documented verbal warning); (b) written reprimand; (c) suspension without pay; (d) demotion; (e) discharge. Except in cases of serious or gross misconduct, discipline will normally be applied in a corrective and progressive manner.
Levels of Discipline. 1. First Level of formal warning - this is the first written formal step in the procedure and will be a counselling session, which will be acknowledged by a First warning. An employee is notified that further breaches of a particular policy, procedure or practice will lead to a second written warning.
2. Second Level of formal warning - A second written formal warning will be issued. The employee is notified that further breaches may lead to more serious disciplinary action or even dismissal.
3. Third level of warning - A third and final written warning. Any further breaches may lead to termination. The level of warning issued will depend on the magnitude of the offence. The employee’s Union delegate will be involved at every level of the disciplinary procedure. Throughout the application of the disciplinary procedure, employees will be provided with the opportunity to present their own view of the situation and reasons for their conduct.
