Procedures for Discipline Sample Clauses
The Procedures for Discipline clause outlines the formal steps an organization or employer must follow when addressing employee misconduct or performance issues. Typically, this clause details the sequence of actions such as verbal warnings, written warnings, suspension, and possible termination, often including timelines and documentation requirements. By establishing a clear and consistent process, this clause ensures fairness, transparency, and legal compliance in disciplinary actions, reducing the risk of disputes or claims of unfair treatment.
Procedures for Discipline. 18.2.1 Disciplinary action will be initiated only after completion of a fair and thorough investigation. Discipline cannot be imposed based solely on anonymous information.
18.2.2 In conducting an investigation, the ▇▇▇▇ will:
18.2.2.1 Within five (5) working days of commencing the investigation, advise the Member in writing of the nature of the allegation and the scope of the investigation, provide a complete copy of the complaint to the Member, and invite the Member to respond to the allegation by meeting or by submitting materials, or both, as the Member sees fit;
18.2.2.2 Give due consideration, without prejudice, to any evidence from the Member which may expedite or simplify the investigation, or render it unnecessary; and
18.2.2.3 Conclude the investigation within thirty (30) working days. By mutual agreement of the University and the Association, this deadline may be extended. Such a request will not be unreasonably denied.
18.2.3 Notwithstanding Article 18.2.2.1, the ▇▇▇▇ may withhold information, or delay notification, if there are reasonable grounds to believe that disclosure will produce a risk of significant harm to another person or that it will hinder significantly the investigation. If there is any withholding or delay in notification on either of these grounds, when the Member is first notified, the notice will include information of the withholding or delay and an explanation of the basis for it. No withholding of information or delay in notification can extend beyond the notification of the tentative results of the investigation, at which point all withheld information must be, or have been, disclosed.
18.2.4 The ▇▇▇▇▇▇▇ or the ▇▇▇▇ will notify the Member in writing of the tentative findings of the investigation, with a summary of the investigation, including specific details to support the findings, within five (5) working days of the conclusion of the investigation.
18.2.5 Notification under Article 18.2.4 will provide the Member ten (10) working days to respond in writing to the findings of the investigation prior to the confirmation of a decision regarding discipline, unless the Member is advised that no discipline will be imposed. The Member may also be invited to attend a meeting to discuss the tentative results of the investigation, to respond to any additional information and allegations arising from the investigation, and to attempt to resolve the matter in a manner satisfactory to all concerned.
18.2.6 If a decision is made to i...
Procedures for Discipline. An officer may be disciplined for just cause. An officer who has been disciplined or discharged may file a signed, written grievance challenging the action taken with the Chief of Police or his designee. Said grievance shall be filed within thirty (30) calendar days exclusive of the date the disciplinary action is taken. Such grievance shall be treated as a Step 2 grievance as is set forth in the grievance procedure contained in this Agreement and shall be reviewed in accordance with the procedures set forth herein. If the decision resulting from the grievance procedure is unacceptable, the PBA may utilize the arbitration procedure as provided for in this Agreement. Except as otherwise provided above, the grievance and arbitration procedure time limits as outlined in ARTICE 4 of the Agreement shall be complied with. The foregoing sets forth the sole and exclusive discipline and discharge procedures covering all bargaining unit employees.
Procedures for Discipline. 1) Where the Chief has a reasonable, well-founded belief that a member is guilty of misconduct or incompetence, the Chief may initiate disciplinary action. If disciplinary action is taken, it shall be commenced by serving upon the member and Union president a notice of discipline.
2) If a member desires that the matter be resolved through the disciplinary procedure contained herein (an arbitration hearing), the member, or the Union on behalf of the member, shall serve upon the Chief notice that he/she desires an arbitration hearing. Said notice shall be served within ten (10) days of receipt of the notice of discipline. If the member, and the Union on behalf of the member, fail to provide the Chief with said notice within ten (10) days, the charges shall be deemed sustained.
3) If the member chooses an arbitration hearing and if the penalty being sought is discharge, the member will be suspended with pay and benefits, as provided in the subsection below entitled “Salary Protection During the Disciplinary Process”.
Procedures for Discipline. The charges shall be served upon the unit member in writing by certified mail or by personal delivery, together with a statement of the proposed discipline.
Procedures for Discipline. 18.2.1 Disciplinary action will be initiated only after completion of a fair and thorough investigation. Discipline cannot be imposed based solely on anonymous information.
Procedures for Discipline. 13.1.1 No unit member shall be reprimanded, reduced in compensation, suspended, or otherwise disciplined without reasonable and just cause.
13.1.2 Nothing in this Article shall limit the District's right to institute dismissal and immediate suspension and mandatory leave of absence proceedings as set forth in the California Education Code, nor shall discipline under this Article be regarded as a precondition to proceedings under the California Education Code.
13.1.3 Matters which arise and may subject a unit member to disciplinary action shall be brought to the attention of the unit member within a reasonable period of time following the date when the immediate supervisor became aware of such matters, or prior to the completion of the District’s investigation of acts which lead to disciplinary action. Complaints not reported to the unit member under this section shall not be utilized in any evaluation or subsequent disciplinary action.
13.1.4 Normally, the District shall follow a "progressive discipline" procedure which utilizes the following steps:
13.1.4.1 Verbal Warning(s)
13.1.4.2 Written Warning(s)
13.1.4.3 Written Reprimand(s)
13.1.4.4 In the administration of this procedure, the parties agree that some actions of unit members may be so severe as to not require stringent adherence to the steps outlined above. In order to progress from one step to the next, there must have been a reoccurrence of like or related action that brought about utilization of the previous step or steps.
13.1.5 In the administration of the overall discipline program of the District, it will be clearly noted on any written discipline document if the discipline represents a:
13.1.5.1 Written Warning, or 13.1.5.2 Written Reprimand
Procedures for Discipline. MAJOR NATURE Unsatisfactory performance of a major nature or emergency situations involving the health and welfare of students or employees shall bypass the progressive discipline procedures.
Procedures for Discipline a. Any proposed disciplinary action for alleged conduct violations will be noticed and the fact-finding conducted under the provisions of NRS 289.
b. The notice of disciplinary action will include all of the following elements:
(1) Identification of the rule, procedure, or directive violated by the officer.
(2) The corrective action necessary to assure future compliance.
(3) Potential disciplinary action if corrective action is not exhibited in the specified time period by the officer; and
(4) A specified and reasonable time period to attain compliance.
(5) Copies for the officer, AAPOPA (unless such representation has been expressly waived, in writing, by the officer), the supervisor, and the Human Resources department for inclusion into the officer’s official personnel file.
c. If the officer’s conduct has not improved satisfactorily in the specified time period and future disciplinary action is deemed necessary, the officer will be notified in writing with a copy to the AAPOPA unless AAPOPA representation is expressly waived, in writing, by the officer. Progressive discipline will be applied to such a situation. The same elements as described in Article 14. B.
Procedures for Discipline