Common use of Progressive Discipline Procedure Clause in Contracts

Progressive Discipline Procedure. Immediate discharge is reserved for those major offenses which, in the opinion of the Employer, endangers the safety of the public and/or other Employees, which are a clear violation of law, or other situations where corrective actions are not feasible. For other offenses, the following system of progressive discipline shall be followed. The following factors shall be considered in the process. A. Seriousness of the Employee's action and its harm to the employer. B. Length of the Employee's service with the Employer and past record. C. Prior notice or warning to the Employee that action was improper. D. Discipline administered in other cases for similar offenses. E. Work rules or basis for discipline must be reasonable. F. There must be a fair investigation and adherence to Employee's rights. G. There must be sufficient proof of guilt. H. The Employer's action must not be discriminatory. I. In imposing any discipline on a current charge, the Employer will not base the decision on any prior infractions which occurred more than 2 years previously unless the previous infraction is directly related to the current charge. Step 1. The Sheriff (or designee) shall provide the Employee with a verbal warning and indicate the steps to be followed if such behavior continues. Step 2. If the unacceptable behavior/actions persists, the Sheriff (or designee) shall provide the Employee with a written reprimand containing a formal statement of the Offense and the reasons for the disciplinary action. The Employee will sign and date the reprimand which will be placed in his/her personnel file. Step 3. The Sheriff (or designee) shall serve the Employee with an additional written reprimand, noting that it follows both verbal and written warnings, and said Employee shall be suspended, without pay, for three (3) working days. Documentation at this step will be signed and dated by the Employee, the Employer and a representative of the Union and will be placed in the Employee's personnel file. Step 4. If, after the afore-described procedure has been followed, the Employee continues to display unacceptable behavior, said Employee shall be discharged. The Employer will notify the Employee and the Xxxxxxx of said discharge and the specific reasons thereof. The discharged Employee will be allowed to discuss the discharge with the Xxxxxxx in a meeting room made available by the Employer, prior to the employee being required to leave the Employer's property. Upon request, the Employer will discuss the discharge with the Employee and/or Xxxxxxx.

Progressive Discipline Procedure. Immediate discharge is reserved for those major offenses which, in the opinion (a) The intent and purpose of the Employer, endangers the safety of the public and/or other Employees, which are a clear violation of law, or other situations where corrective actions are not feasible. For other offenses, the following system of is to provide for progressive discipline shall be followed. The following factors shall be considered in the process. A. Seriousness of the Employee's action and its harm to the employer. B. Length of the Employee's service with the Employer and past record. C. Prior notice or warning to the Employee that action was improper. D. Discipline administered in other cases for similar offenses. E. Work rules or basis for discipline must be reasonable. F. There must be a fair investigation and adherence to Employee's rights. G. There must be sufficient proof of guilt. H. The Employer's action must not be discriminatory. I. In imposing any discipline on a current charge, the Employer will not base the decision on any prior infractions which occurred more than 2 years previously unless the previous infraction is directly related to the current charge. Step 1. The Sheriff (or designee) shall provide the Employee with a verbal warning and indicate the steps to be followed if such behavior continues. Step 2. If the unacceptable behavior/actions persists, the Sheriff (or designee) shall provide the Employee with a written reprimand containing a formal statement of the Offense and the reasons for the disciplinary action. Disciplinary action may be imposed upon an employee only for failure to fulfill the employee's job responsibilities or for improper conduct while on the job, except that nothing in this Article shall prevent the Employer from taking immediate and appropriate disciplinary action should it be required by the circumstances. with proper written notice thereof to the Union at the time such immediate action is taken. (b) Notification within a reasonable time shall be given to the Xxxxxxx or Union Representative prior to any disciplinary action taken against any member which may result in any official entries being added to their personnel file. The Employee will sign Employer agrees that upon imposing any form of discipline, the designated area Xxxxxxx or Union Representative shall be promptly notified, in writing, of the action taken. The employee shall be furnished a copy of any new entry prior to its introduction into the file. A notation of oral reprimand by date and date the reprimand which will subject only, may be placed in his/her tre employee's personnel file. There shall be one official departmental file. Step 3. (c) The Sheriff (Xxxxxxx or designee) shall serve the Employee with an additional written reprimand, noting that it follows both verbal and written warnings, and said Employee shall be suspended, without pay, for three (3) working days. Documentation at this step will be signed and dated by the Employee, the Employer and a another representative of the Union shall be present at the time disciplinary action is imposed and shall represent the employee at all levels of disciplinary proceedings. All disciplinary actions shall be subject to the grievance procedure or the employee may seek such other legal remedy as may be available upon the employee's election, provided, however, oral or written reprimands shall not be subject to arbitration. (d) In the event an employee is to receive an oral reprimand, the employee will first be offered :he right to waive the Xxxxxxx'x presence at such disciplinary meeting. Said waiver of representation shall be placed in the Employee's personnel file. Step 4. If, after the afore-described procedure has been followed, the Employee continues to display unacceptable behavior, said Employee shall be discharged. The Employer will notify the Employee writing and the Xxxxxxx of said discharge and the specific reasons thereof. The discharged Employee will be allowed to discuss the discharge with the Xxxxxxx in a meeting room made available signed by the Employer, employee prior to the rr.eeting. A copy of the signed waiver will be forwarded to the union xxxxxxx. (e) Before any employee being shall be required to leave the Employer's property. Upon requestmake any written statement or written reply pertaining to any alleged misconduct on hiS/her part, the matter shall first be discussed between the employee, the Union Representative, and the Supervisor. The employee shall have twenty-four (24) hours after such meeting to make the written statement, with a copy to the Union Representative if the employee so desires. (f) In any case where employee disciplinary action is necessary, the following order of procedure shall be followed; however, nothing shall preclude the Employer will discuss from deviating from the discharge with procedural steps listed below, depending upon the Employee and/or Xxxxxxxseverity of the offense.‌ (g) Procedural Steps: 1. Oral Reprimand. 2. Written Reprimand. 3. Suspension, transfer to existing vacancy or demotion. 4. Removal or Discharge. (h) Should it be necessary to reprimand any employee, the reprimand shall be given so as not to cause embarrassment to the employee before other employees or the public. (i) The Employer may modify a disciplinary action except that the severity of the disciplinary action shall not be increased, but may be lessened.

Progressive Discipline Procedure. Immediate discharge (a) The intent and purpose of the following is reserved to provide for those major offenses whichprogressive disciplinary action. Disciplinary action may be imposed upon an employee only for failure to fulfill the employee's job responsibilities or for improper conduct while on the job, except that nothing in this Article shall prevent the Court from taking immediate and appropriate disciplinary Union at the time such immediate action is taken. (b) Notification within a reasonable time shall be given to the Xxxxxxx or Union Representative prior to any disciplinary action taken against any member which may result in any official entries being added to their personnel file. The Court agrees that upon imposing any form of discipline, the designated area Xxxxxxx or Union Representative shall be promptly notified, in the opinion writing, of the Employeraction taken. The employee shall be furnished a copy of any new entry prior to its introduction into the file. A notation of oral reprimand by date and subject only, endangers may be placed in the safety employee's personnel file. There shall be one official departmental file. (c) The Xxxxxxx or another representative of the public and/or Union shall be present at the time disciplinary action is imposed and shall represent the employee at all levels of disciplinary proceedings. All disciplinary actions shall be subject to the grievance procedure or the employee may seek such other Employeeslegal remedy as may be available upon the employee's election, which are provided, however, oral or written reprimands shall not be subject to arbitration. (d) Before any employee shall be required to make any written statement or written reply pertaining to any alleged misconduct on his/her part, the matter shall first be discussed between the employee, the Union Representative, and the Supervisor. The employee shall have twenty-four (24) hours after such meeting to make the written statement, with a clear violation of law, or other situations copy to the Union Representative if the employee so desires. (e) In any case where corrective actions are not feasible. For other offensesemployee disciplinary action is necessary, the following system order of progressive discipline procedure shall be followed. The following factors However, nothing shall be considered in preclude the processEmployer from deviating from the procedural steps listed below, depending upon the severity of the offense. A. Seriousness of the Employee's action and its harm to the employer(f) Procedural Steps: 1. Oral Reprimand. B. Length of the Employee's service with the Employer and past record2. Written Reprimand. C. Prior notice or warning to the Employee that action was improper. D. Discipline administered in other cases for similar offenses. E. Work rules or basis for discipline must be reasonable. F. There must be a fair investigation and adherence to Employee's rights. G. There must be sufficient proof of guilt. H. The Employer's action must not be discriminatory. I. In imposing any discipline on a current charge, the Employer will not base the decision on any prior infractions which occurred more than 2 years previously unless the previous infraction is directly related to the current charge. Step 1. The Sheriff (or designee) shall provide the Employee with a verbal warning and indicate the steps to be followed if such behavior continues. Step 2. If the unacceptable behavior/actions persists, the Sheriff (or designee) shall provide the Employee with a written reprimand containing a formal statement of the Offense and the reasons for the disciplinary action. The Employee will sign and date the reprimand which will be placed in his/her personnel file. Step 3. The Sheriff (or designee) shall serve the Employee with an additional written reprimand, noting that it follows both verbal and written warnings, and said Employee shall be suspended, Suspension without pay, for three (3) working days. Documentation at this step will be signed and dated by the Employee, the Employer and a representative of the Union and will be placed in the Employee's personnel file. Step 4. If, after the afore-described procedure has been followed, the Employee continues to display unacceptable behavior, said Employee shall be discharged. The Employer will notify the Employee and the Xxxxxxx of said discharge and the specific reasons thereof. The discharged Employee will be allowed to discuss the discharge with the Xxxxxxx in a meeting room made available by the Employer, prior to the employee being required to leave the Employer's property. Upon request, the Employer will discuss the discharge with the Employee and/or Xxxxxxx.

Progressive Discipline Procedure. Immediate discharge is reserved for those major offenses which, in the opinion of the Employer, endangers the safety of the public and/or other Employees, which are a clear violation of law, or other situations where corrective actions are not feasible. For other offenses, the following system of progressive discipline shall be followed. The following factors shall be considered in the process. A. Seriousness X. Xxxxxxxxxxx of the Employee's action and its harm to the employer. B. Length of the Employee's service with the Employer and past record. C. Prior notice or warning to the Employee that action was improper. D. Discipline administered in other cases for similar offenses. E. Work rules or basis for discipline must be reasonable. F. There must be a fair investigation and adherence to Employee's rights. G. There must be sufficient proof of guilt. H. The Employer's action must not be discriminatory. I. In imposing any discipline on a current charge, the Employer will not base the decision on any prior infractions which occurred more than 2 years previously unless the previous infraction is directly related to the current charge. Step 1. The Sheriff (or designee) shall provide the Employee with a verbal warning and indicate the steps to be followed if such behavior continues. Step 2. If the unacceptable behavior/actions persists, the Sheriff (or designee) shall provide the Employee with a written reprimand containing a formal statement of the Offense and the reasons for the disciplinary action. The Employee will sign and date the reprimand which will be placed in his/her personnel file. Step 3. The Sheriff (or designee) shall serve the Employee with an additional written reprimand, noting that it follows both verbal and written warnings, and said Employee shall be suspended, without pay, for three (3) working days. Documentation at this step will be signed and dated by the Employee, the Employer and a representative of the Union and will be placed in the Employee's personnel file. Step 4. If, after the afore-described procedure has been followed, the Employee continues to display unacceptable behavior, said Employee shall be discharged. The Employer will notify the Employee and the Xxxxxxx of said discharge and the specific reasons thereof. The discharged Employee will be allowed to discuss the discharge with the Xxxxxxx in a meeting room made available by the Employer, prior to the employee being required to leave the Employer's property. Upon request, the Employer will discuss the discharge with the Employee and/or Xxxxxxx.