Progressive Discipline and Termination. The Resident is subject to DCHD’s Office of Talent Management (OTM) policies and procedures, including OTM Procedure 6000-700 regarding Progressive Discipline, for matters not related to the Resident’s academic standing in the training program. DCHD also reserves the right to terminate the agreement of any Resident during the term of this agreement. The following are some examples of misconduct that would be reasons for immediate termination; however, this list is for purposes of illustration, and is not meant to be all-inclusive: • Possession, manufacturing, dispensing, use or sale of illegal drugs or alcoholic beverages on DCHD property; • Unauthorized possession of DCHD property or property of a DCHD employee, patient or visitor; • Harassment, including physical, verbal, and/or sexual, of any individual associated with DCHD; • Harassment, including physical, verbal and/or sexual of any patient; • Abuse or neglect of a patient; • Assault or fighting on DCHD property; • Possession of firearms, dangerous weapons, or explosives on DCHD property, unless the individual has DCHD written approval for such possession in the performance of his/her job; • Gross negligence or willful indifference that jeopardizes the life and/or welfare of another individual or produces significant financial loss to DCHD; • Directing abusive/threatening language or any other acts of disrespect toward a patient, visitor or employee; • Disclosing information of a confidential nature to unauthorized persons, or any action by an employee that is a breach of professional ethics; • Falsification of employment application, time and attendance reports, medical records, production reports, or other DCHD records; • Fraud and/or abuse involving any billing, administrative or regulatory procedures including but not limited to Medicare, Medicaid and other governmental programs as well as private pay and other third-party reimbursement programs; • Failure to report and/or detect suspected fraud and/or abuse involving any billing, administrative or regulatory procedures including but not limited to Medicare, Medicaid and other governmental programs as well as private pay and other third- party reimbursement programs; • Failure to maintain proper or professional decorum in the workplace; • Performance of illegal acts that may result in criminal prosecution; • Failure to maintain up-to-date immunizations; • No longer meeting the Conditions of Employment; • Failure to comply with mandatory training;...
Progressive Discipline and Termination. The Board's right to manage, direct and control the operations of the district includes the right to discipline employees for just cause. Progressive discipline may consist of verbal warnings, written reprimands, suspensions with pay, suspensions without pay, termination or such other appropriate action as may be needed given the nature and magnitude of the misconduct involved. Notwithstanding any Civil Service law or language in the Agreement to the contrary, any dispute arising from the discipline, demotion, suspension or removal (i.e., termination for just cause) of an employee, shall be processed under the Agreement's grievance procedure. The parties expressly intend that the provisions of this Article 13 shall supersede and replace any and all Civil Service rights and procedures with respect to matters of discipline, demotion, suspension or removal (i.e., termination for just cause). An employee may request the presence of a Union Representative or other OEA member of his or her choice if a Union Representative is not readily available, at any investigatory interview conducted by the Board of Education if the employee reasonably believes that such interview might result in disciplinary action. The Board of Education shall advise any employee facing disciplinary action of his or her rights to have a Union Representative or other employee present Except in situations of serious misconduct warranting immediate suspension or termination, which would include but not be limited to examples of which are set forth in Board Policy GDPD, the discipline of employees shall be administered in accordance with the principle of progressive discipline. In all cases of discipline or removal (i.e. termination for just cause) the employee will be given written notice of such and will be informed that the notice will be made a part of his/her personnel file. Employees who receive such notices shall then have the right to file a response or objection to the disciplinary action. This response or objection shall be placed in the employee's personnel file. Employees will be asked to sign any disciplinary notice, as proof that they actually received the notice. An employee may request the nullification of any written reprimand or warning contained in his or her personnel file after two (2) years. Such request shall be made to the Superintendent or designee in writing. Upon receipt of such request, the Superintendent or designee shall schedule a conference with the employee to ...
Progressive Discipline and Termination. 10.1 The Federation and the College agree that the general purpose of discipline is to correct unsatisfactory performance and/or misconduct. Progressive discipline may be utilized when management determines that the merits of a particular case warrant such an approach. Progressive discipline will not be utilized when management determines that an employee’s action(s) are so egregious that such an approach is inappropriate.
10.2 Progressive discipline starts with the least severe discipline and progresses to more severe discipline depending on the circumstances. Examples of the least severe discipline consist of verbal and written warnings. More severe disciplines consist of written reprimands, suspensions and terminations.
10.3 The adjunct faculty member shall be entitled to Federation representation at any meeting called to deliver a written warning, administer a letter of reprimand or more severe disciplinary action or any meeting which may result in discipline.
10.4 An adjunct faculty member may be dismissed for cause accordance with this Article.
10.4.1 The supervisor shall inform the adjunct faculty member whose contract is intended to be terminated, in writing, of the reason(s) for the suggested termination (Notice of Charge). For the period that the adjunct faculty member remains on contract, the supervisor may place the adjunct faculty member on leave with pay.
10.4.2 The adjunct faculty member against whom the Notice of Charge is directed shall submit a written response to the charges within five (5) working days after receiving the Notice of Charge and shall state in the response whether the Faculty member will be represented by a union representative, attorney or other advisor at the meeting with the supervisor. If the faculty member does not submit a timely written response to the charge, the supervisor may take final action.
10.4.3 If the adjunct faculty member submits a timely written response to the charges, the Xxxxxxx must meet with the adjunct faculty member within ten (10) working days prior to issuing a final decision.
Progressive Discipline and Termination. Upon completion of the probationary period, employees shall be disciplined, suspended or discharged only for just cause. When an employee is to be disciplined, suspended or discharged the employee shall be talked to in private, with the local grievance committee person of his/her choice if available; if that person is not available, then another local grievance committee person may attend. The Employer shall document whether the employee was advised of his/her right to representation. If termination is contemplated, a reasonable attempt will be made to notify the business representative in advance of the meeting. All counseling must be documented and signed by both parties with copies given to each. Disciplines need to be specific and defined. A record of each offense will remain active in an employee's personnel file for a period of eighteen (18) months from the date it was issued provided that the employee has not been subjected to any other discipline or pending discipline during that time period. Offenses include, but are not limited to, the following:
1. Absenteeism- without leave or without satisfactory explanation. 2, Chronic Tardiness
