Common use of Progressive Disciplinary Actions Clause in Contracts

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation of this conference is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-exempt absence. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct status, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation of this conference is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-exempt absence. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct status, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would will result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 forty (40) hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation A signed copy of this conference Personnel Conference Summary is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-non- exempt absenceabsences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct statushas a temporary leave balance under forty (40) hours, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)) The following Board of Education policies, currently in force, may be of interest to classified personnel and are summarized for their information. Additional information is contained in the publication "Classified Personnel Policies and Procedures" which is supplied to each employee. Complete copies of these policies are available for inspection on the district’s website xxx.xxx000.xxx in each principal's office, other administrative offices, high school libraries, and the Wichita Public Library downtown. These policies provide that there will be no discrimination in employment practices, that the Board is an equal opportunity employer, and that the Board will engage in affirmative action.

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would will result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 forty (40) hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation A signed copy of this conference Personnel Conference Summary is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-non- exempt absenceabsences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct statushas a temporary leave balance under forty (40) hours, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)) 42 The following Board of Education policies, currently in force, may be of interest to classified personnel and are summarized for their information. Additional information is contained in the publication "Classified Personnel Policies and Procedures" which is supplied to each employee. Complete copies of these policies are available for inspection on the district’s website xxx.xxx000.xxx in each principal's office, other administrative offices, high school libraries, and the Wichita Public Library downtown. These policies provide that there will be no discrimination in employment practices, that the Board is an equal opportunity employer, and that the Board will engage in affirmative action.

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, they will receive a written warning with a mandatory referral warning. Additional resources can be provided to the employee by the direct supervisor regarding EAP (Employee Assistance Program) services. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral warning. Additional resources can be provided to the employee by the direct supervisor regarding EAP (Employee Assistance Program when they have a temporary leave balance under 40 hoursProgram) services. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation of this conference is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-exempt absence. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct status, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment, employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would will result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 forty (40) hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation A signed copy of this conference Personnel Conference Summary is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-exempt absenceabsences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct status, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)) The following Board of Education policies, currently in force, may be of interest to classified personnel and are summarized for their information. Additional information is contained in the publication "Classified Personnel Policies and Procedures" which is supplied to each employee. Complete copies of these policies are available for inspection on the district’s website xxx.xxx000.xxx in each principal's office, other administrative offices, high school libraries, and the Wichita Public Library downtown. These policies provide that there will be no discrimination in employment practices, that the Board is an equal opportunity employer, and that the Board will engage in affirmative action.