Maintenance of Discipline. It is agreed that the maintenance of discipline for just cause is essential to the satisfactory operation of the plant.
Maintenance of Discipline. It is agreed that the maintenance of discipline is essential to the satisfactory operation of the plant. During the course of negotiations, the Union raised the concern regarding discipline not being administered fairly and consistently for violations of the Company's Standards of Conduct. The Company acknowledged that the issuance of discipline is intended to be corrective and not punitive in nature. As a result of these discussions, the following guidelines have been established to ensure Standard of Conduct violations are dealt with collectively through the progressive disciplinary process: • 1st Violation - Verbal Warning • 2nd Violation - Written Warning • 3rd Violation - Written Warning with Counseling • 4th Violation - 3 Working Day Disciplinary Layoff • 5th Violation - 30 Calendar Day Disciplinary Layoff • 6th Violation - Discharge Circumstances will arise which necessitate corrective disciplinary action that may not follow the standard progression guideline. Disputes regarding disciplinary matters may be addressed through the grievance procedure.
Maintenance of Discipline. Section 1: The parties understand and agree that the maintenance of discipline is necessary to insure the efficient and safe operation of the City. Therefore, the City reserves the right to impose disciplinary actions (penalties) for work deficiencies and/or the failure to meet established standards of conduct. Disciplinary actions shall be taken in the most timely, judicious and consistent manner possible. The City will utilize the progressive discipline policy as set forth in the Personnel Manual, which shall take precedence in such matters.
Section 2: Whenever it is alleged that an employee has violated any rule, regulation or policy, or upon the discovery of the violation, the employee shall be notified by his/her supervisor of said violation as soon as practicable or upon the conclusion of the investigation if one is being conducted. Every effort shall be made to have an informal discussion with the employee prior to the issuance of any disciplinary action.
Section 3: There shall be no Performance Report, Evaluation Statement, or Reprimand placed in an employee’s personnel folder unless the employee has been given a copy prior to or at the same time that it is placed in the file.
Section 4: All matters concerning discharge and discipline are to be resolved only in accordance with the procedures set forth below. It is specifically agreed and understood that probationary employees shall have no right to challenge disciplinary action.
Section 5: An employee may choose to appeal a disciplinary action, which has no loss of time, to the City Manager. An appeal to the City Manager must be done in writing within three business days from the time the disciplinary notice is issued to the employee. The appeal must present the facts dealing with the specific circumstance and explain why the City Manager should reconsider the discipline. The City Manager’s decision is final and the employee does not have the right to appeal or grieve once this appeal process is selected. Alternatively, the employee may choose to appeal a disciplinary action through the grievance process as specified in Article (9) of this Agreement. The employee can only select one of the two procedures specified in this section.
Maintenance of Discipline. 9.1: Supervisory Nurses employed by the County and covered by this Agreement will abide by such standards of professional conduct so that the efficient operation of the Agency is maintained.
9.2: Any discipline of a Nurse Supervisor that does not warrant discharge or a summary discipline will be of a corrective nature and will be based on a verbal warning followed by a written warning before the Nurse Supervisor is disciplined. While the Employer shall endeavor to administer progressive discipline, nothing shall prohibit discipline at any level appropriate to the circumstances.
9.3: Any discipline issued to a Nurse Supervisor shall be subject of the Grievance Procedure. It is noted that counseling is not considered discipline, unless stipulated in writing as an oral reprimand.
9.4: The County shall provide thirty (30) days advance notice of a change in departmental rules or policy governing personal conduct. It is recognized that an emergency or unforeseen circumstance or events outside the County's control may prohibit timely notice. In such a case, this provision shall not be considered to have been violated. Either party shall be entitled to request a meeting to discuss the rule(s) or policy.
9.5: In imposing any discipline on a current charge, the Employer will not take into account any prior infractions which occurred more than six (6) months prior in the case of an oral warning and two (2) years prior in cases of all other forms of discipline unless such prior infraction involves an intentional falsification of their application or records of the Employer which had not been formerly disclosed in writing to the Employer.
9.6: The County shall provide the Association and the Staff Council Chapter Chairperson with a copy of written employee discipline within seven (7) days of its effective date.
9.7: A Nurse Supervisor who does not notify the department head of the reason for an absence within two (2) days of a scheduled workday, shall be notified that all seniority has been lost and that employment has been terminated, unless the Nurse Supervisor can prove extenuating circumstances that prohibited notification of the Employer.
Maintenance of Discipline. Maintenance of discipline and appropriate conduct is the duty of each employee. Except as herein specifically provided, establishment of rules, regulations, and other parameters of conduct is the responsibility of the Employer and otherwise in accord with the laws of the State of Illinois. No employee covered by this Agreement shall be disciplined without just cause.
Maintenance of Discipline. Notice of Suspension, Disciplinary Layoff or Discharge ... Union Representation ...........................
Maintenance of Discipline. The Board shall endeavor to provide reasonable support and assistance to teachers with respect to the maintenance of control and discipline in the classroom. However, the primary responsibility for the maintenance of discipline within the classroom remains with the teacher.
Maintenance of Discipline. Non-certified employees providing a related service for or with respect to a student shall maintain discipline in the schools, including school grounds which are owned or leased by the Board and used for school purposes and activities. In all matters relating to the discipline in and conduct of the schools and school children, non-certified employees stand in the relationship of parents and guardians to the pupils.
Maintenance of Discipline. Notice of Suspension, Disciplinary Layoff or Discharge.. ...
Maintenance of Discipline. A. An employee who has acquired seniority status shall only be subject to disciplinary action for just cause. Such discipline shall be corrective rather than punitive and may consist of any of the following: verbal counseling which does not go into the employee’s personnel file, verbal warning, written warning, suspension, probation, or discharge. In determining appropriate disciplinary action, the seriousness of the offense, the circumstances surrounding it and the nurse’s prior work record shall be considered.
B. Seniority employees have the right to Staff Council representation at meetings or conferences which are investigative or disciplinary in nature. The employer shall inform the employee of his/her rights to have a representative present. Where the employee wishes such representation, the conference shall not be held without the employee’s representative present.
C. Individual discipline penalties imposed by the Employer involving suspension or discharge shall be reported in writing to an officer of the Staff Council within two (2) working days after imposition of the penalty, provided the Employer agrees to make reasonable efforts to notify an officer of the Staff Council as soon as possible by telephone of the suspension or discharge.
D. The Employer shall not take into account any prior disciplinary action or work rule violations incurred more than two (2) years previously.
E. Employees shall not be disciplined for failure to carry out an assignment when they have reason to believe that they may be in danger or when the patient refuses treatment. It shall be the employee’s responsibility to notify their supervisor and document on the patient record, by the end of the next working day, whenever such an event occurs.
