Common use of Policies, Rules and Regulations Clause in Contracts

Policies, Rules and Regulations. The Employer may make, modify and enforce policies, rules and regulations relating to the maintenance of order, safety and discipline among its employees, together with disciplinary penalties for their enforcement. Such policies, rules and regulations are hereby incorporated by reference and shall be effective when published or posted by the Employer. The Employer’s policies, rules and regulations shall be observed by all employees. Any employee who violates such policy, rule or regulation or any provision of this Agreement may be subject to discipline up to and including discharge. All such discipline will only be imposed for just cause and is subject to the provisions of Article 5 of this Agreement. When discipline is imposed upon an employee, he will be given a written statement by the Communications Director setting forth the extent of the imposed discipline, and the reasons why such discipline is being imposed, including the policy, rule or regulation or provision of this Agreement the employee has violated. Any employee who is discharged from his employment with Central Dispatch may immediately file a grievance starting at step 3 of Section 5.2 of Article 5 herein. The parties agree to do everything possible to expedite the processing and arbitration of such grievances involving the discharge of an employee. In imposing disciplinary action, the Employer will not consider a prior disciplinary action or record of a prior violation of Central Dispatch rules and regulations which occurred more than two (2) years prior to the incident for which disciplinary action is to be taken. While the Employer need not destroy and/or remove evidence of prior disciplinary action from the employees' personnel record after a period of two (2) years, the Employer shall not and will not be able to rely upon those prior actions in imposing discipline upon an employee for a current incident or matter. The parties hereby agree that affirmative assistance may be placed and remain in an employee's personnel file, but will not be considered the imposition of discipline. Affirmative assistance is for the purpose of documenting, in writing, that an employee has had a discussion with his superior in regards to his work performance. Every discussion an employee may have with his superior will not necessarily result in a written affirmative assistance.

Policies, Rules and Regulations. The Employer may make, modify and enforce policies, rules and regulations relating to the maintenance of order, safety and discipline among its employees, together with disciplinary penalties for their enforcement. Such policies, rules and regulations are hereby incorporated by reference and shall be effective when published or posted by the Employer. The Employer’s policies, rules and regulations shall be observed by all employees. Any employee who violates such policy, rule or regulation or any provision of this Agreement may be subject to discipline up to and including discharge. All such discipline will only be imposed for just cause and is subject to the provisions of Article 5 6 of this Agreement. When discipline is imposed upon an employee, he will be given a written statement by the Communications Director setting forth the extent of the imposed discipline, and the reasons why such discipline is being imposed, including the policy, rule or regulation or provision of this Agreement the employee has violated. Any non-probationary employee who is discharged from his employment with Central Dispatch may immediately file a grievance starting at step Step 3 of Section 5.2 6.2 of Article 5 6 herein. The parties agree to do everything possible to expedite the processing and arbitration of such grievances involving the discharge of an employee. In imposing discipline for a violation of Central Dispatch rules and regulations, it is agreed the Employer will not consider those disciplinary actionactions for absenteeism (e.g., the failure to perform regularly scheduled work, on-call, and overtime assignments), that precede a discipline free period of two years from the last incident. For all other violations, the Employer will not consider a prior disciplinary action or record of a prior violation of Central Dispatch rules and regulations which actions that occurred more than two (2) years prior to the incident for which disciplinary action is to be taken. While the Employer need not destroy and/or remove evidence of prior disciplinary action actions from the employees' employee(s) personnel record after a period of two (2) yearsrecord, the Employer it shall not and will not be able to rely upon those prior said prohibited disciplinary actions in imposing discipline upon an employee for a current incident or matter. The parties hereby agree that affirmative assistance may be placed and remain in an employee's personnel file, but will not be considered the imposition of discipline. Affirmative assistance is for the purpose of documenting, in writing, that an employee has had a discussion with his superior in regards to his work performance. Every discussion an employee may have with his superior will not necessarily result in a written affirmative assistance.

Policies, Rules and Regulations. The Employer may make, modify and enforce policies, rules and regulations relating to the maintenance of order, safety and discipline among its employees, together with disciplinary penalties for their enforcement. Such policies, rules and regulations are hereby incorporated by reference and shall be effective when published or posted by the Employer. The Employer’s policies, rules and regulations shall be observed by all employees. Any employee who violates such policy, rule or regulation or any provision of this Agreement may be subject to discipline up to and including discharge. All such discipline will only be imposed for just cause and is subject to the provisions of Article 5 6 of this Agreement. When discipline is imposed upon an employee, he will be given a written statement by the Communications Director setting forth the extent of the imposed discipline, and the reasons why such discipline is being imposed, including the policy, rule or regulation or provision of this Agreement the employee has violated. Any non-probationary employee who is discharged from his employment with Central Dispatch may immediately file a grievance starting at step Step 3 of Section 5.2 6.2 of Article 5 6 herein. The parties agree to do everything possible to expedite the processing and arbitration of such grievances involving the discharge of an employee. In imposing disciplinary action, the Employer will not consider a prior disciplinary action or record of a prior violation of Central Dispatch rules and regulations which occurred more than two (2) years prior to the incident for which disciplinary action is to be taken. While the Employer need not destroy and/or remove evidence of prior disciplinary action from the employees' personnel record after a period of two (2) years, the Employer shall not and will not be able to rely upon those prior actions in imposing discipline upon an employee for a current incident or matter. The parties hereby agree that affirmative assistance may be placed and remain in an employee's personnel file, but will not be considered the imposition of discipline. Affirmative assistance is for the purpose of documenting, in writing, that an employee has had a discussion with his superior in regards to his work performance. Every discussion an employee may have with his superior will not necessarily result in a written affirmative assistance.