Progressive Disciplinary Action. The Township agrees to follow the principles of progressive disciplinary action. For minor offenses, oral and/or written reprimand(s) will precede suspension(s) or discharge. For intermediate offenses, written reprimand(s) or suspension(s) will precede discharge. For offenses of a serious nature the Township may take disciplinary action up to and including discharge for the first offense. An accumulation of offenses may warrant more severe disciplinary action than a first offense. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. For charges other than insubordination, the principles of corrective action will be followed with respect to conduct which is not a violation of law. The charge of insubordination will only be used when no other charge is applicable or when the member has been informed that the member’s conduct, if continued, will be considered insubordinate. Ordinarily, progressive corrective action will involve an oral reprimand before a written reprimand, a written reprimand before a suspension, and a suspension before removal for a repeated offense or an additional related offense. If the offense is of a serious nature, a different disciplinary sequence may be utilized. The commission of a third offense for which an oral or written reprimand could be given shall constitute a serious offense. For any offense of a serious nature, including multiple minor infractions, the member shall at least receive a written reprimand which shall be placed in the member’s personnel file. When there is reason to believe that a member has committed a serious infraction which may lead to either suspension or removal, the Board of Trustees, or its designee, may prefer charges and make disposition against the member. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. The City and the Association recognize the principle of progressive discipline as the form of discipline to be used by the City. Discipline shall be progressive from a minor form of discipline to major disciplinary actions. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than an oral warning. Discipline steps may be skipped, depending on the severity of the offense. Nonetheless, skipping steps in the discipline process shall be the exception of the general rule requiring following progressive discipline.
Progressive Disciplinary Action. Except in those situations where an emergency suspension is justified under the provisions of this Agreement, a permanent unit member whose work or conduct is of such character as to incur discipline as outlined under the charges in Section 11.3.1, shall first be specifically warned in writing by the immediate supervisor. The supervisor shall sign and date the form, sending a copy to the unit member, and the Assistant Superintendent, Personnel Services, who shall place a copy in the unit member's personnel file and send a copy to CSEA.
11.4.1 If, after the written warning, the unit member continues to violate the cause listed in the written warning, the unit member may be subject to Section 11.6.
Progressive Disciplinary Action. The parties agree that under normal conditions, physically capable Journeyman Technicians are expected to consistently perform at a productivity rate befitting their status. Any Journeyman Technician failing to average 90% of the shop average over any consecutive (4) four week period will be subject to the Progressive Disciplinary Action procedure. The productivity rate will be pro-rated to account for time off.
Progressive Disciplinary Action. 1 A. Level I - disciplinary actions shall only refer to items A through B below.
2 1. Level I
3 A. Letter of Coaching and Counseling
4 B. Verbal Reprimand
5 B. Level II disciplinary action shall refer to any of the items C through G below.
Progressive Disciplinary Action. The following progression of disciplinary actions are appropriate for progressive and constructive discipline. However, these disciplinary actions are not, nor are they synonymous with, a substitute for specific meaningful administrative assistance, aid and help of a formative evaluation process toward the indicated remediation and change. Progression is not intended to mean each action below must precede an appropriate action. The degree of disciplinary action will be congruent with the seriousness of the professional employee’s behavior which is the cause of discipline.
Progressive Disciplinary Action. For charges other than insubordination, the principles of corrective action will be followed with respect to conduct which is not a violation of law. The charge of insubordination will only be used when no other charge is applicable or when the member has been informed that the member’s conduct, if continued, will be considered in subordination. Ordinarily, progressive corrective action will involve an oral reprimand before a written reprimand, a written reprimand before a suspension, and a suspension before removal for a repeated offense or an additional related offense. If the offense is of a serious nature, a different disciplinary sequence may be utilized. The commission of a third offense for which an oral or written reprimand could be given shall constitute a serious offense. For any offense of a serious nature, including multiple minor infractions, the member shall at least receive a written reprimand which shall be placed in the member’s personnel file. When there is reason to believe that a member has committed a serious infraction which may lead to either suspension or removal, the Board of Trustees may prefer charges and make disposition against the member, as provided in Ohio Revised Code Sections 509.01 and 505.491 et seq. This disciplinary sequence may also be utilized upon recommendation of the Chief to the Board of Trustees. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. The Employer agrees with the tenets of progressive and corrective disciplinary action and shall follow its Guidelines for Progressive Disciplinary Action-Civil Service Employees in cases involving employees covered by this Agreement.
Progressive Disciplinary Action. For minor, non-serious infractions, the principles of progressive disciplinary action will ordinarily be followed. Generally, for a minor, non- serious infraction, an oral reprimand and/or a written reprimand will precede suspension, reduction in pay and/or rank, and removal. If the offense is of a serious nature, constitutes insubordination, or is a violation of law, the Fire Chief and/or Board of Trustees may determine that a different and/or more severe disciplinary sequence be utilized. The commission of multiple minor offenses, whether similar or dissimilar in nature, shall constitute a serious offense and will warrant severe disciplinary action. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the designated grievance representative. During the course of a potential disciplinary investigation or for other administrative reasons, a member may, at the discretion of the Fire Chief or designee, be placed on administrative leave with pay for such time or times and upon such conditions as the Fire Chief may deem necessary. The placement of a member on administrative leave with pay shall not be grieveable or otherwise subject to challenge.
