Professional Employee Disciplinary Procedures Sample Clauses

Professional Employee Disciplinary Procedures. ‌ The purpose of this section is to provide a procedure for positive remediation of professional employee behavior that interferes with the orderly, efficient, and safe operation of the school. Prior to issuing discipline, the administration shall privately notify the professional employee of any alleged deficiencies, potential penalties for non-compliance, and indicate a reasonable period to make corrections. Employees will be given at least 24 hours’ notice of a disciplinary meeting, except in emergencies, including alleged child abuse or workplace violence. Said notice will include the nature of the meeting. If a supervisor should determine that a professional employee is to receive a formal warning, an oral reprimand, or a written reprimand, the following procedures shall be followed.
Sample 1
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Professional Employee Disciplinary Procedures. The purpose of this section is to provide a procedure for progressive, positive remediation of unacceptable professional employee behavior. The principal shall notify the professional employee of any alleged deficiencies and indicate a reasonable period to correct the stated deficiencies. A professional employee may request, and have present, a representative during a disciplinary meeting. This includes when he/she is being issued a reprimand, or formally disciplined for any infraction of rules, or delinquency in professional performance. If a supervisor should determine that a professional employee is to receive a warning, an oral reprimand or a written reprimand, the following procedures shall be followed.
Sample 1

Related to Professional Employee Disciplinary Procedures

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Procedure 38.01 This procedure shall apply to all non-probationary employees covered by this Agreement.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

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