Non-Disciplinary Actions Sample Clauses
The Non-Disciplinary Actions clause defines measures an employer may take in response to employee conduct or performance issues that do not warrant formal disciplinary action. This can include verbal warnings, coaching sessions, or written reminders intended to correct behavior or improve performance without triggering the formal disciplinary process. Its core function is to provide a structured, less severe approach for addressing minor issues, promoting improvement while avoiding the negative consequences of formal discipline.
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Non-Disciplinary Actions. Informal discussions or verbal counseling between an employee and supervisor or higher-level member of management, usually concerning expected employee behavior, conformity to City policies, or job performance shall be considered non-disciplinary counseling. No record of informal counseling discussions shall be referred to in any disciplinary matter, except to establish that management informed an employee of performance expectations or work directives. Employees shall not be entitled to Lodge representation during informal counseling sessions.
Non-Disciplinary Actions.
1. Layoffs, temporary layoffs and/or furloughs, or other reductions in pay for budgetary purposes are not considered discipline and are not subject to the provisions of this article. The removal of a telework agreement is not a disciplinary action.
2. Corrective action, such as performance improvement plans, coaching, counseling, evaluations, and other non-disciplinary communications between the Employer and the Employee are not subject to any grievance procedures.
Non-Disciplinary Actions. The following circumstances do not constitute disciplinary actions:
Non-Disciplinary Actions. (A) Definition.
Non-Disciplinary Actions. It is agreed upon that the RTAA and its representative management staff in the Airport Police Department have the right and duty to maintain discipline and good order at the RTAA and to ensure that officers are compliant with all lawful orders, policies and procedures which are necessary for an efficient and effective organization. Non-disciplinary actions taken in the furtherance of this objective include, but are not limited to: documented training, documented warnings, and documented counselings, as well as any coaching, orders, or instructions given during the normal course of duties by a supervisor or manager of the department. Non-disciplinary actions are not subject to grievance proceedings as indicated in Article 13 of this Agreement.
1. Documented training is narrowly focused on improving officers’ skills and abilities which are required to be effective peace officers and carry out the prescribed duties of their classification, this includes documented remedial training. Failure to respond to training may result in disciplinary action being taken when performance does not improve.
2. Coaching, counseling, and warnings are given when an officer’s observed conduct or performance is of a less serious nature and no pattern of problems is detected. Use of coaching, counseling, or warnings are used when officer conduct or performance is not meeting the minimum standards of conduct set forth in the oath, values, mission, policies, procedures, or training guidelines set forth by the Airport Police Department or the RTAA.
Non-Disciplinary Actions. No employee shall, for disciplinary or non-disciplinary reasons, receive a written reprimand or a written warning, be suspended, demoted or dismissed, except for just cause.
Non-Disciplinary Actions. Counseling, whether verbal or written, Performance Improvement Plans (PIPs), remedial training, and administrative reassignments will not be considered to be disciplinary actions. Counselings for conduct may be used to support disciplinary actions; counselings for performance, PIPs and remedial training may not be used to support disciplinary actions.
Non-Disciplinary Actions a. Non –disciplinary actions consist of verbal counseling or a letter of admonishment with the employee by his/her appropriate management official. When appropriate, non-disciplinary action as described in this article should be the first step in taking corrective action against an employee. The employee will be advised in a timely manner of the specific infraction or breach of conduct and exactly when it occurred.
b. A letter of admonishment is the most severe form of corrective, non-disciplinary action and notifies an employee to desist from a certain course of action. The management official will describe the offense in sufficient detail to enable the employee to understand why the admonishment is necessary. A letter of admonishment may be placed in the employee’s file for up to 6 months or longer for continuing or recurring problems.
Non-Disciplinary Actions. Certain personnel actions are specifically excluded from requirements to comply with II. DISCIPLINE PROCESS above, these include:
▇. ▇▇▇▇▇▇▇▇▇▇ actions regarding performance or incident except where there is probable cause disciplinary action may result.
B. Non-retention of a newly hired introductory period employee.
C. Return of a promoted introductory period employee to the previous classification held for unacceptable performance in the new class.
▇. ▇▇▇▇▇▇ of a pay step advancement for unacceptable performance.
E. Separation from employment for reasons of physical or mental disability that cannot be reasonably accommodated, job abandonment, failure to return to work from approved leave, enforcement of the Nepotism Policy, loss of driving clearance where driving is an essential duty, or other similar non- disciplinary reasons. Non-disciplinary separation from employment may be implemented pursuant to Article 41. ▇. ▇▇▇▇▇▇ and bumping as a result of layoff.
Non-Disciplinary Actions. Counseling and warning are not disciplinary actions. Supervisors and managers will utilize a counseling or warning to correct minor conduct deficiencies. A counseling or warning will be annotated in pencil (date and subject) on the NGB Form 904-1 or supervisor's brief. A counseling annotation may remain on the NGB Form 904-1 or supervisor's brief not to exceed 90 days and a warning not to exceed 180 days, if there are no additional like infractions. The annotation will remain until the supervisor determines it is no longer needed or relevant to a continuing or recurring problem. The supervisor will advise the technician of the specific breach of conduct, when it occurred and, in turn the employee shall be permitted to explain his/her conduct. To protect the confidentiality of the records (NGB Form 904-1 or supervisor brief), and to preserve the privacy of the individual, records will be maintained at the lowest level of supervision excluded from the bargaining unit, and access will be limited to management/ technicians concerned and to individuals to whom the technician has given written permission. A counseling or warning may be grieved through the negotiated grievance procedure. A successful grievance could cause any record of the counseling to be deleted. If the grievance is successful the material cannot be used in future discipline or adverse actions. A closer degree of individual supervision and/or warnings may effect corrective action prior to undertaking a disciplinary action.