Common use of Rules and Discipline Clause in Contracts

Rules and Discipline. 1. The Board retains its right to establish and enforce reasonable rules and regulations governing the conduct of its employees. Such rules and regulations shall not be in conflict with the terms of this Agreement. 2. It is specifically agreed by the Party that this disciplinary procedure, including the grievance procedure, shall be the sole remedy for an employee suspended or terminated under the provisions of this Agreement. In the case of discharge or discipline, any grievance will be automatically filed at [SUPERINTENDENT STEP] of the Grievance Procedure and must be submitted within five (5) working days from the time of the discharge or discipline. 3. Any employee receiving a reprimand or any notice that may be put in his file and used in any disciplinary action procedures, shall be given a copy of said notice. He or she shall have the right to grieve any reprimand given as a result of such notice. 4. Progressive discipline will be followed in dealing with employees. Provided, however, that all discipline shall be for cause, that the employee may grieve any discipline, and that the Superintendent, Building Administrator, or supervisor may initiate action on any step in the procedure, depending upon the number of incidents, the employee’s past and present performance, and the seriousness of the offense. Step 1 - Oral Reprimand. (Written reports of oral reprimands may be placed in the employee’s file but need not be. The Superintendent, Building Administrator or supervisor may keep personal notes regarding oral reprimands.) Step 2 - Written Reprimand. Step 3 - Suspension With or Without Pay. Step 4 - Termination for Just Cause.

Rules and Discipline. 1. The Board retains its right to establish and enforce reasonable rules and regulations governing the conduct of its employees. Such rules and regulations shall not be in conflict with the terms of this Agreement. 2. It is specifically agreed by the Party parties that this disciplinary procedure, including the grievance procedure, shall be the sole remedy for an employee suspended or terminated under the provisions of this Agreement. In the case of discharge or discipline, any grievance will be automatically filed at [SUPERINTENDENT STEP] of the Grievance Procedure and must be submitted within five (5) working days from the time of the discharge or discipline. 3. Any employee receiving a reprimand or any notice that may be put in his file and used in any disciplinary action procedures, shall be given a copy of said notice. He or she shall have the right to grieve any reprimand given as a result of such notice. 4. Progressive discipline will be followed in dealing with employees. Provided, however, that all discipline shall be for cause, that the employee may grieve any discipline, and that the Superintendent, Building Administrator, or supervisor may initiate action on any step in the procedure, depending upon the number of incidents, the employee’s past and present performance, and the seriousness of the offense. Step 1 - Oral Reprimand. (Written reports of oral reprimands may be placed in the employee’s file but need not be. The Superintendent, Building Administrator or supervisor may keep personal notes regarding oral reprimands.) Step 2 - Written Reprimand. Step 3 - Suspension With or Without Pay. Step 4 - Termination for Just Cause.

Rules and Discipline. 1. The Board retains its right to establish and enforce reasonable rules and regulations governing the conduct of its employees. Such rules and regulations shall not be in conflict with the terms of this Agreement. 2. It is specifically agreed by the Party parties that this disciplinary procedure, including the grievance procedure, shall be the sole remedy for an employee suspended or terminated under the provisions of this Agreement. In the case of discharge or discipline, any grievance will be automatically filed at [SUPERINTENDENT STEP] of the Grievance Procedure and must be submitted within five (5) working days from the time of the discharge or discipline. 3. Any employee receiving a reprimand or any notice that may be put in his file and used in any disciplinary action procedures, shall be given a copy of said notice. He or she shall have the right to grieve any reprimand given as a result of such notice. 4. Progressive discipline will be followed in dealing with employees. Provided, however, that all discipline shall be for just cause, that the employee may grieve any discipline, and that the Superintendent, Building Administrator, or supervisor may initiate action on any step in the procedure, depending upon the number of incidents, the employee’s past and present performance, and the seriousness of the offense. Step 1 - Oral Reprimand. (Written reports of oral reprimands may be placed in the employee’s file but need not be. The Superintendent, Building Administrator or supervisor may keep personal notes regarding oral reprimands.) Step 2 - Written Reprimand. Step 3 - Suspension With or Without Pay. Step 4 - Termination for Just Cause.