Common use of Non-disciplinary and Disciplinary Actions Clause in Contracts

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisor’s Employee Brief (or equivalent) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisor’s Employee Brief: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 3. A LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LOR, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR may remain in an employee’s record for a period of one (1) to three (3) years, depending on the severity of the infraction. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however adverse action procedures should be followed.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisor’s Employee Brief (or equivalent) ), and will remain for a minimum of six (6) months, but no longer than twelve (12) months, as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid valid, and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisor’s Employee Brief: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 3. A An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a an LOR, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A An LOR may remain in an employee’s record for a period of one (1) to three (3) years, depending on the severity of the infraction. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however basis and adverse action procedures should be followed, except that an employee’s appeal is limited to filing a grievance.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisor’s Employee Brief (or equivalent) Brief, and will remain for a minimum of six (6) months, but no longer than twelve (12) months, as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid valid, and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisor’s Employee Brief: a. The employee shall be notified by the his/her supervisor that an entry was made by the end of the following duty dayday of the entry being made. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) calendar days. 3. A An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LORIf an LOR is decided upon, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR may remain in an employee’s record for a period of one (1) to three (3) years, depending on the severity of the infraction. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however basis and adverse action procedures should be followed, except that an employees’ appeal is limited to filing a grievance.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisoremployee’s Employee Brief work folder (or equivalentequivalent as maintained by their immediate supervisor) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, months as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisoremployee’s Employee Briefwork folder: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's ’s initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 32. A LOR is Letters of Reprimand (LORs) are a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LORthe use of LORs, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR Depending on the severity of the infraction, LORs may remain in an employee’s record for a period of one not to exceed eighteen (118) to three (3) years, depending on the severity of the infractionmonths. 43. A suspension of fourteen (14) days or less is an considered a non-adverse administrative action which denies the employee compensation on a temporary basis. However, however adverse the procedures in Section 13.4 will be followed to process an action procedures should be followedunder this Paragraph.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors Supervisors can use verbal counseling to make employees aware of possible misconduct. The informal meetings Supervisors can also use oral admonishments for this purpose. Admonishments should be documented (date, subject, and employee’s acknowledgement) in the Supervisor’s Employee Brief (or equivalent) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisor’s Employee Brief: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 3. A An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a an LOR, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A An LOR may remain in an employee’s record for a period of one (1) to three (3) years, depending on the severity of the infraction. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however basis and adverse action procedures should be followed.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisor’s Employee Brief (or equivalent) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisor’s Employee Brief: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. Refusal to acknowledge shall not necessarily invalidate an entry. 3. A An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a an LOR, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A An LOR may remain in an employee’s record for a period of one (1) to three (3) years, depending on the severity of the infraction. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however basis and adverse action procedures should be followedfollowed IAW applicable laws, rules, and regulations.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisoremployee’s Employee Brief work folder (or equivalentequivalent as maintained by their immediate supervisor) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, months as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisoremployee’s Employee Briefwork folder: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will sign/initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 32. A LOR is Letters of Reprimand (LORs) are a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LORthe use of LORs, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR Depending on the severity of the infraction, LORs may remain in an employee’s record for a period of one not to exceed eighteen (118) months as long as there are no continuing or recurring conduct problems related to three (3) years, depending on the severity of offense for which the infractionLOR was issued. 4. A suspension of fourteen (14) days or less is an administrative action which denies the employee compensation on a temporary basis, however adverse action procedures should be followed.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisoremployee’s Employee Brief work folder (or equivalentequivalent as maintained by their immediate supervisor) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, months as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisoremployee’s Employee Briefwork folder: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 32. A LOR is Letters of Reprimand (LORs) are a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LORthe use of LORs, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR Depending on the severity of the infraction, LORs may remain in an employee’s record for a period of one not to exceed eighteen (118) to three (3) years, depending on the severity of the infractionmonths. 43. A suspension of fourteen (14) days or less is an considered a non-adverse administrative action which denies the employee compensation on a temporary basis. However, however adverse the procedures in Section 13.4 will be followed to process an action procedures should be followedunder this Paragraph.

Non-disciplinary and Disciplinary Actions. 1. Counseling and warning sessions are informal meetings that supervisors can use to make employees aware of possible misconduct. The informal meetings should be documented (date, subject, and employee’s acknowledgement) in the Supervisoremployee’s Employee Brief work folder (or equivalentequivalent as maintained by their immediate supervisor) and will remain for a minimum of six (6) months, but no longer than twelve (12) months, months as long as there are no continuing or reoccurring conduct problems. 2. Entries made without the employee’s knowledge or acknowledgement are not considered valid and may not be referenced as a prior offense in conjunction with a disciplinary action. When a supervisor documents misconduct in the Supervisoremployee’s Employee Briefwork folder: a. The employee shall be notified by the supervisor that an entry was made by the end of the following duty day. b. The employee shall be given the opportunity to discuss the matter with the supervisor, and will initial and date the entry, either on paper or electronically. The employee's initials will signify knowledge of the entry, but not necessarily concurrence. The employee will also be given the opportunity to attach a written rebuttal to the entry within five (5) days. 32. A LOR is Letters of Reprimand (LORs) are a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants a LORthe use of LORs, and the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The employee will be informed they may review the material relied upon to support the reprimand. A LOR Depending on the severity of the infraction, LORs may remain in an employee’s record for a period of one not to exceed twenty-four (124) to three (3) years, depending on the severity of the infractionmonths. 43. A suspension of fourteen (14) days or less is an considered a non-adverse administrative action which denies the employee compensation on a temporary basis. However, however adverse the procedures in Section 13.4 will be followed to process an action procedures should be followedunder this Paragraph.