Reasons for Discipline. All non-probationary employees who are suspended, demoted or discharged shall be given written notice regarding the reason(s) for the disciplinary action.
Reasons for Discipline. Corrective action shall be for just cause. The following are examples of areas upon which just cause may arise out of; through not being all inclusive; incompetency, inefficiency, dishonesty, insubordination, discourteous treatment of the public, neglect of duty, and violations of established work rules.
Reasons for Discipline. 14.2.1 Following are some reasons that the Superintendent may deem sufficient for discipline. The list is not intended to be exhaustive.
(a) Group 1: ● Unauthorized absences. ● Unauthorized lateness to work. ● Failure to perform regular or other assigned duties.
(b) Group 2: ● Conviction of any criminal act involving moral turpitude. ● Disorderly or immoral conduct while in paid status. ● Violation of any lawful order by a supervisor. ● Insubordination. ● Incompetency or inefficiency in performance of duties. ● Intoxication while on duty. ● Use of narcotics or drugs illegally. ● Damage to or waste of County Office property or supplies due to negligence or willful acts, or conversion of public property. ● Violation of any of the Superintendent regulations regarding duties, conduct, or performance of a classified employee. ● Willful conduct tending to injure the public service. ● Failure to perform regular or other assigned duties.
Reasons for Discipline. Following are some of the reasons that the District may deem sufficient for discipline. The list is not intended to be exhaustive.
(a) Unauthorized absences (b) Unauthorized lateness to work
Reasons for Discipline. An employee may be disciplined for just cause including, but not limited to, the following:
A. Conduct which violates any applicable rules, regulations or policies of the Governing Board. Any other inappropriate or discriminatory behavior or actions constituting unprofessional conduct may be cause for discipline.
B. Insubordination is the failure of an employee to obey lawful verbal or written directives, or refusal to comply with reasonable instructions by the employee’s supervisor.
C. Unprofessional Conduct includes, but is not limited to, the following:
1. Failure to hold personnel under their supervision accountable for misbehavior, inadequate performance, violation of Governing Board policies, regulations and applicable laws, or unprofessional conduct;
2. Conduct involving physical abuse while performing as an agent of the District;
3. Conduct involving being under the influence of alcohol or the use or abuse of illegal drugs;
4. Unauthorized absences or excessive tardiness, in accordance with Governing Board Policy GCC and GBEB and its accompanying regulation
5. Dishonesty; or
6. Misuse or unauthorized use of District property.
D. Any discipline issued as a result of an assault against a student or person shall remain in the employee’s official personnel file and is not subject to removal for five years from the date of the decision of the Director of Employee Relations, or a memorandum of agreement signed by CWA and XXXX has been received by the Office of Employee Relations. This is provided that no additional reprimands have been given during this period.
E. At the written request of the employee, a reprimand may be removed after a period of one calendar year from the date of the incident leading to the reprimand, if the employee has received no other discipline during the one (1) year period. However, the reprimand may be removed earlier with immediate supervisor/director concurrence.
Reasons for Discipline. The Company shall give an employee oral reasons for any discipline and a written copy of the reasons shall be forwarded to the Union within three (3) calendar days of the discipline being imposed. A claim by an employee who has completed the probationary period that the employee has been disciplined without just and sufficient cause shall be treated as a grievance if a written statement of such grievance is lodged by the employee at Stage One within seven calendar days following the day on which the discipline was affected.
Reasons for Discipline. No employee shall be reduced in pay or position, suspended, or removed, except for incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, violation of rules of the Board, or any other failure of good behavior, or by any other acts of misfeasance, malfeasance, or nonfeasance in any office.
Reasons for Discipline. An attorney may be disciplined for reasons of incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, or any other failure of good behavior, or any other acts of malfeasance, misfeasance, or nonfeasance, for just and reasonable cause, up to and including dismissal. The parties agree that disciplinary action shall be progressive and corrective, except, certain offenses may call for bypassing disciplinary steps. Discipline by the Employer shall be initiated by the Director or his/her designee. When an attorney is guilty of an infraction serious enough to require reprimand, the original reprimand will consist of an oral reprimand. The reprimand will be noted in the attorney's personnel file. When it becomes necessary to reprimand an attorney the second time for a similar offense within a six (6) month period, the reprimand will be in writing. When it becomes necessary to reprimand the same individual for a similar offense within a one
(1) year period after the original reprimand, disciplinary action, consisting of a suspension or dismissal may be taken, depending on the severity of the offense. When an attorney is to be disciplined, the charges shall be reduced to writing. The charges shall be given to the attorney, the Xxxxxxx and the Chapter Chairperson within ten (10) working days of the Employer's knowledge of the incident. An attorney shall have the right to appeal disciplinary action through the Grievance Procedure. When filing a grievance concerning a suspension, or removal, the grievance shall be submitted to the Child Support Enforcement Director at Step 3 of the grievance procedure. An attorney is entitled to have a Union Representative present during any disciplinary meeting.
Reasons for Discipline. An employee may be disciplined for just cause including, but not limited to, the following:
A. Conduct which violates any applicable rules, regulations or policies of the Governing Board. Any other inappropriate or discriminatory behavior or actions constituting unprofessional conduct may be cause for discipline.
B. Insubordination is the failure of an employee to obey lawful verbal or written directives, or refusal to comply with reasonable instructions by the employee’s supervisor.
C. Unprofessional Conduct includes, but is not limited to, the following:
1. Failure to hold personnel under their supervision accountable for misbehavior, inadequate performance, violation of Governing Board policies, regulations and applicable laws, or unprofessional conduct;
2. Conduct involving physical abuse while performing as an agent of the District;
3. Conduct involving being under the influence of alcohol or the use or abuse of illegal drugs;
4. Unauthorized absences or excessive tardiness, in accordance with Governing Board Policy No. 4240;
Reasons for Discipline. Discipline shall be imposed upon permanent employees of the bargaining unit for just cause as adopted by the Board of Trustees.
