Reasons for Disciplinary Action. Each of the following constitutes illustrative reasons to begin disciplinary action against any employee: Documented fraud in securing appointment; The proven willful or negligent act or actions that jeopardizes the health and safety of employees or the public; Proven neglect of duty; On-duty insubordination to a superior officer as indicated by the District Table of Organization; Documented or proven Dishonesty; Witnessed and documented use and/or under the influence of alcoholic beverages while on-duty; The illegal on-duty use of controlled substances or habit-forming drugs; Unauthorized absences without leave, including violations of Article 4 of the MOU; Conviction of a felony. A plea or verdict of guilty, conviction, or a conviction following a plea of nolo contendere, to a charge of a felony is deemed to be a conviction within the meaning of this Section; Witnessed and documented discourteous treatment of the public or other officer or employee, while on-duty; Witnessed and documented willful disobedience while on-duty; Documented violations of any of the rules set forth in the rules and regulations of the adopted Policies and Procedures manual(s); Proven theft of any District property, or that of its agents; Witnessed on-duty physical altercations; Witnessed, proven and documented on-duty act or conduct, or the off-duty conviction of an illegal act or conduct that is discriminatory in nature toward another person's race, creed, color, national origin, sex (including sexual harassment), age, religious beliefs or political affiliations; Proven and documented inefficiency, incompetence, or negligence in the performance of duties, including failure to perform assigned tasks or training, or failure to discharge duties in a prompt, competent, and reasonable manner; Witnessed and documented refusal or the inability to improve one’s job performance in accordance with written or verbal direction after a reasonable trial period.
Reasons for Disciplinary Action. Alleged breaches of professional conduct or other reasons for disciplinary action shall be promptly brought to the teacher’s attention in writing. However, the administration may reasonably delay bringing such information to the attention of the teacher while an investigation is being conducted that could be elevated to the law enforcement level, which if it is reasonably believed doing so would jeopardize the investigation.
Reasons for Disciplinary Action. An employee may be disciplined for various reasons, including but not limited to the following:
Reasons for Disciplinary Action. Disciplinary action may be imposed upon an employee for conduct or actions which interfere with or prevent the Town or its Administration from effectively and efficiently discharging its responsibilities to the public. All discipline shall be for just cause and shall generally follow this order: (1) oral reprimand; (2) Written reprimand; (3) suspension;
Reasons for Disciplinary Action. Disciplinary action may be imposed upon an employee for the following, but not limited to, reasons: Harassing (including sexual harassment), intimidating, coercing, threatening, assaulting, or creating a hostile work environment; Possession of weapons, including but not limited to, illegal knives, firearms, and explosives on Employer property or in Employer vehicles; Failure to report for duty at the time and place of duty, leaving a place of duty or assignment without proper authorization or without being properly relieved; Failure to report an anticipated absence for illness or other reasons to the proper department office at least one hour before the scheduled reporting time; Possession of or when it has been ascertained by the employee's supervisor that the employee is under the influence of alcohol or drugs, partaking of alcoholic beverages or the unlawful use of drugs while on duty; Unjustified disobedience of a lawful order; Loafing, idling or sleeping while on duty; Failure to fulfill the responsibility of the employee’s job classification; Misconduct before the public while on duty; Use of insolent or profane language; Fighting on company premises; Theft or willful destruction of plant or employee property; Intentional falsification or alteration of any records or reports including but not limited to employment applications, time records, work records, medical reports, absence reports, work-related injury reports, and claims for benefits provided by the Employer; Preparation or manipulation of another employee’s time record; Acts of sabotage, including the work of another employee; Violation and/or disregard of safety rules or safety practices in such a way that jeopardizes the safety of the employee or any other person.
