Progressive and Corrective Discipline. The parties subscribe to the principles of progressive corrective discipline in cases in which it appears likely to successfully correct an employee's unsatisfactory conduct or behavior. However, progressive corrective discipline shall not be required in the case of serious infractions which justify immediate suspension or discharge, or in other cases in which it does not appear likely to result in successful correction. Disciplinary action shall range from Level 1 (least severe) to Level 4 (discharge). Level 1 will be for relatively minor problems where the employee has had few, if any, prior problems. Level 2 will be for repeat or frequent or multiple minor problems. Level 3 will involve a suspension without pay for one to five work days and will be for more serious problems or for continuing problems after the employee fails to respond to lesser discipline. Level 4 will involve discharge and will be for serious problems or for continuing problems after the employee fails to respond properly to Level 2 or Level 3 discipline. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 2, Level 3 or Level 4 discipline immediately (after informal hearing) in appropriate cases or from suspending any employee pending further investigation.
Progressive and Corrective Discipline a. The parties subscribe to the principles of progressive corrective discipline in cases in which it appears likely to successfully correct a member's unsatisfactory performance, conduct or behavior. However, progressive corrective discipline shall not be required in the case of serious infractions which justify immediate suspension, discharge, or in other cases in which it does not appear likely to result in successful correction. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 3 or Level 4 discipline immediately after informal hearing in appropriate cases, or from placing any employee on administrative leave pending further investigation.
b. Disciplinary action shall range from Xxxxx 0 (xxxxx xxxxxx) to Level 4 (discharge), and any Level may be repeated or skipped depending on the circumstances of each case.
1) Level 1 will be for relatively minor problems where the member has had few, if any, prior problems.
2) Level 2 will be for repeat or frequent or multiple minor problems.
3) Level 3 will involve a suspension without pay for 1 to 10 work days and will be for more serious problems or for continuing problems after the member fails to respond to lesser discipline.
4) Level 4 will involve discharge and will be for serious problems or for continuing problems after the member fails to respond properly to Level 2 or Level 3 discipline.
Progressive and Corrective Discipline. The County agrees with the 7 tenets of progressive and corrective discipline, when appropriate. Progressive 8 discipline will normally start with an oral reprimand. An Oral Reprimand is defined 9 as a corrective action, which will result in a written record to the nurse’s Personnel
Progressive and Corrective Discipline. The parties subscribe to the principles of progressive corrective discipline in cases in which it appears likely to successfully correct an employee's unsatisfactory conduct or behavior. However, progressive corrective discipline shall not be required in the case of serious infractions which justify immediate suspension or discharge or in other cases in which it does not appear likely to result in successful correction.
Progressive and Corrective Discipline. The County agrees with the tenets 23 of progressive and corrective discipline, when appropriate. Progressive discipline will 24 normally start with an oral reprimand. An Oral Reprimand is defined as a corrective action, 25 which will result in a written record to the nurse’s Personnel file. The County shall neither 26 discipline nor discharge post-probationary nurses without just cause. Pursuant to this 27 Section, just cause means, but is not limited to: 29 An action or failure to act as it relates to a nurse’s performance of assigned 30 duties or conduct that is in violation of regulations or written policy. When 31 establishing just cause, the County shall ensure due process, fairness and 32 consistency.
Progressive and Corrective Discipline. The County agrees with the tenets of 28 progressive and corrective discipline, when appropriate. Progressive discipline will normally 29 start with an oral reprimand. An Oral Reprimand is defined as a corrective action, which xxxx Xxxx 46 of 69 Date Accepted / / 1 result in a written record to the nurse’s Personnel file. The County shall neither discipline nor 3 means, but is not limited to: 4 An action or failure to act as it relates to a nurse’s performance of assigned 5 duties or conduct that is in violation of regulations or written policy. When 6 establishing just cause, the County shall ensure due process, fairness and 7 consistency.
Progressive and Corrective Discipline. The purpose of this section is to provide an equitable method of improving performance deficiencies through coaching, counseling, constructive discipline and, in cases where those first efforts fail, progressive discipline. The goal of progressive discipline is to provide fair notice that the subject conduct, or performance, is unacceptable and, if continued, could result in stronger discipline up to and including termination of employment.
Step 1: Supervisor counsels employee.
Step 2: Supervisor provides employee with “written warning”, detailing deficiencies and methods of improvement within defined time limits. Simultaneously, a copy of the notice will be sent to the Union Business Agent. Step 3: Supervisor suspends employee for one day without pay. Reason(s) for suspension are stated in writing. Simultaneously, a copy of the notice will be sent to the Union Business Agent.
Progressive and Corrective Discipline. When disciplinary action, suspension or termination becomes appropriate, the principles of corrective, progressive discipline shall, to the fullest extent possible, be followed. Disciplinary action shall range from Level 1 (least severe) to Level 3 (discharge). Level 1 will be for relatively minor problems where the employee has had few prior or recent problems. Level 2 will involve a suspension without pay and will be for more serious problems, including multiple or frequent repeat problems or for continuing problems after the employee fails to respond to Level 1 discipline. Level 3 will involve discharge and will be for the most serious problems or for continuing problems after the employee fails to respond to Level 2 discipline. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 2 or 3 discipline immediately (after informal hearing) in appropriate cases or from suspending any employee pending further investigation.
A. Before imposing Level 2 or 3 discipline, a non-unit employee designated by the Sheriff shall offer an employee an informal hearing during which the employee is informed of the allegations against him and the general nature of the evidence, and is given an opportunity to respond. If requested by the employee or the Employer, a Xxxxxxx (or Alternate Xxxxxxx in the absence of the Xxxxxxx) may attend a meeting called for this purpose or for the purpose of imposing Level 2 or Level 3 disciplinary action..
B. The Employer shall notify an employee of any disciplinary action taken against the employee. Such notice shall be in the form of a written disciplinary report, briefly describing the specific incident or infraction. A Level 2 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and nature of any previous disciplinary actions. Copies of a disciplinary notice shall be given to the disciplined employee, placed in the disciplined employee’s personnel record and given to the Union.
C. Any disciplinary action may be the subject of a grievance.
Progressive and Corrective Discipline. When disciplinary action, suspension or termination becomes appropriate, the principles of corrective, progressive discipline shall, to the fullest extent possible, be followed. Disciplinary action shall range from Xxxxx 0 (xxxxx xxxxxx) to Xxxxx 0 (xxxxxxxxx). Xxxxx 0 xxxx xx for relatively minor problems where the employee has had few prior or recent problems. Level 2 will involve a suspension without pay and will be for more serious problems, including multiple or frequent repeat problems. Level 3 will involve discharge and will be for the most serious problems or for continuing problems after the employee fails to respond to Xxxxx 0 discipline.
A. Supervisors shall be responsible for detecting unsatisfactory performance or conduct by subordinate personnel, conducting a thorough investigation of same, and submitting a comprehensive written report and recommendation for disciplinary action to the next higher ("reviewing") officer. The reviewing officer shall review the appropriateness of the disciplinary recommendation and the basis therefor, and approve or disapprove the recommendation. If a recommendation for Level 1 discipline is approved or agreed upon by the supervisor and the reviewing officer, they shall meet with the employee involved and impose the disciplinary action. If the supervisor and the reviewing officer disagree as to the appropriateness of the disciplinary action or the basis therefor, or if the recommendation involves Level 2 or Level 3 discipline, the matter shall be referred for determination by a non-unit employee designated by the Sheriff. Neither the reviewing officer nor the designated non-unit employee shall be required to conduct an investigation independent of the supervisor. Delay caused by obtaining review of recommended disciplinary action shall not be a basis for avoiding or reducing disciplinary action.
B. Before imposing Level 2 or 3 discipline, a non-unit employee designated by the Sheriff shall offer an employee an informal hearing during which the employee is informed of the allegations against him and the general nature of the evidence, and is given an opportunity to respond. If Level 2 or 3 discipline is approved by the designated non-unit employee, the designated non-unit employee (and the supervisor, if available) shall meet with the employee involved and impose the disciplinary action.
C. A notation of any disciplinary action, briefly describing the specific incident or infraction, shall be placed in the discipl...
Progressive and Corrective Discipline. The City aspires to the tenants of progressive and corrective discipline, where and when appropriate. Once the measure of discipline is determined and imposed, the City will not increase it for the particular act of misconduct.
