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 in the employee’s Brief for 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. LORs are a formal means of making an employee aware that their conduct is unacceptable. When conduct warrants the 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. LORs 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 considered a non-adverse 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) Brief, and will remain in the employee’s Brief 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 within twenty-four (24) hours of the following duty dayentry 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 twenty (520) calendar days. 3. LORs are An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants If an LOR is decided upon, the use of LORs, and following will apply: a. Normally issued by the first-level supervisor. b. Describes the offense in sufficient detail to enable the employee to understand why the reprimand is necessary. c. If the violation relates to a continuing problem, a summary of past violations and attempts to correct those violations will be included. The . d. Informs the employee will be informed they he/she may review the material relied upon to support the reprimand. LORs may remain . e. Informs the employee that the letter will be filed in an employee’s record the Official Personnel Folder (OPF) for a period of one up to twelve (112) months, and that it may be removed prior to three (3) years, depending on the severity of the infractionspecified time if conduct improves. 4. A suspension of fourteen (14) days or less is considered a non-adverse administrative action which denies f. Informs the employee compensation on that the letter of reprimand may be grieved IAW Article 12. g. Includes a temporary basis. Howeverwarning that further offenses could result in suspension, adverse action procedures should be followedchange to lower grade, or removal.

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 in the employee’s Brief 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. c. If an employee refuses to acknowledge an entry, the supervisor should request that another Agency representative verify the employee’s refusal. 3. LORs are An LOR is a more formal means of making an employee aware that their conduct is unacceptable. When conduct warrants the use of LORsIf 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. LORs 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 considered a non-adverse 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 the internal Agency process, or filing a grievance.