Non-Disciplinary Actions. The following circumstances do not constitute disciplinary actions:
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.
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 supervisors 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 counseling’s, as well as any coaching, orders, or instructions given during the normal course of duties by a manager of the department. Non-disciplinary actions are not subject to grievance proceedings as indicated in Article 12 of this Agreement.
Non-Disciplinary Actions. Certain personnel actions are specifically excluded from requirements to comply with II. DISCIPLINE PROCESS above, these include:
Non-Disciplinary Actions. Examples of adverse actions which are obviously non-disciplinary in nature are:
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.
Non-Disciplinary Actions. REVIEW Non-disciplinary actions (hereafter “actions”) are considered as any written communication, not addressed in SECTION 33 (DISCIPLINARY ACTIONS), from a supervisor to an employee intended to be maintained in any file for any amount of time, excluding personnel evaluations. The following is an appeal procedure for the employee who believes that the non- disciplinary action contains factually erroneous information which is adverse to his/her interest: Upon receipt of a non-disciplinary action, an employee shall have the right to file a written response within thirty days of receipt which shall be attached to the action. If there are disputed facts contained in the action, the employee should document the disputed facts in his/her written response to and attempt to settle the dispute with the supervisor. If attempts to reach accord are unsuccessful, the employee may appeal the action. If the employee wishes to appeal, he or she shall forward the action and response to the Police Chief via the chain of command. The Police Chief shall assign the appeal to sworn personnel, outside the chain of command of the employee, who normally investigate internal affairs, for a fact-finding investigation. The investigation shall only confirm or deny the disputed facts of the appeal. The results of the investigation shall be documented and attached to the appeal. The appeal shall then be returned to the Police Chief for review. The Police Chief shall review the appeal in its entirety. The Police Chief shall determine the matter by adopting the action in its entirety, modifying the action or rejecting the action. The Police Chief shall notify the employee of his decision in writing via the chain of command. No further appeal shall be permitted except in the event of any modification which invokes other appeal rights. If the action is adopted or modified, it shall be maintained in the appropriate files for only the amount of time specified in the action and it shall contain all documentation, including but not limited to the action, the employee’s response, the investigation report and the Chief’s decision. If the action is rejected, it shall be returned to the employee and not maintained in any file. All other administrative policies and procedures shall be as contained in the Personnel Rules and Personnel Administrative Orders.
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.
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.
