Serious Discipline Clause Samples

The Serious Discipline clause defines the procedures and consequences for addressing significant breaches of conduct or policy by an employee. Typically, this clause outlines what constitutes a serious disciplinary offense, such as gross misconduct, and details the steps the employer may take, which can include suspension, investigation, and potential termination of employment. Its core practical function is to provide a clear framework for handling major disciplinary issues, ensuring both parties understand the process and potential outcomes, and protecting the organization from legal or operational risks associated with employee misconduct.
Serious Discipline. (1) In cases of a difference arising out of a dismissal, demotion or suspension, the grievance shall be submitted at the final level of the grievance procedure within ten (10) days of receipt of written communication in which the employee was notified of the dismissal, demotion or suspension. (2) The provisions of Article 26.12(b) shall apply to any grievance submitted under (1) above.
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Serious Discipline a. Serious discipline consists of suspension with or without pay, temporary or permanent reduction in appointment, restitution, temporary loss of privileges, denial of discretionary resources, or withholding/reduction of pay increases b. If the Employer believes it is necessary to undertake serious disciplinary action, the Employer shall notify the Union and the bargaining unit member of the date, time, location, and subject of the pre-disciplinary meeting, and the right of the bargaining unit member to bring a Union representative to the meeting to discuss the concern and the potential for discipline. If a Union representative is not available, the bargaining unit member has the right to a reasonable delay in scheduling a disciplinary meeting until a Union representative is available. c. Notifications regarding potential serious discipline shall be via university email and shall include the reason(s) for the recommendation. The bargaining unit member will be provided with an opportunity to be represented by the Union and to respond to the recommendation for serious discipline during a pre-discipline meeting to be conducted by the appropriate administrator. The bargaining unit member may be disciplined based on the determination made as a result of the meeting. d. Documentation regarding the serious disciplinary action will be placed in the bargaining unit member’s personnel file. Serious disciplinary actions are subject to the Grievance Procedure, Article 22 of this Agreement. Serious disciplinary actions are not appealable to any other University appeals process. e. If, after four (4) years following the incident or incidents that gave rise to the serious disciplinary action, there have been no other incidents warranting discipline, the bargaining unit member may request (in accordance with 820 ILCS 40/Personnel Records Review Act) the Employer to remove all documentation related to the disciplinary action from the bargaining unit member’s personnel file(s), and the Employer will not utilize the previous disciplinary action in determining a penalty for any new situation necessitating disciplinary action.
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Related to Serious Discipline

  • Student Discipline a) CONTRACTOR shall maintain and abide by a written policy for student discipline that is consistent with state and federal law and regulations. Using forms developed by the California Department of Education or as otherwise mutually agreed upon by CONTRACTOR and ▇▇▇, CONTRACTOR shall provide LEA, on a monthly basis, a written report of all incidents in which a statutory offense is committed by any LEA student, regardless if it results in a disciplinary action of suspension or expulsion. This includes all statutory offenses as described in Education Codes 48900 and 48915. CONTRACTOR shall also include, in this monthly report, incidents resulting in the use of a behavioral restraint and/or seclusion even if they were not a result of a violation of Education Code Sections 48900 and 48915. b) When NPS CONTRACTOR seeks to remove a LEA student from his/her current educational placement for disciplinary reasons, CONTRACTOR shall immediately submit a written discipline report to the LEA. Written discipline reports shall include, but not be limited to: the LEA student’s name; the time, date, and description of the misconduct; the disciplinary action taken by CONTRACTOR; and the rationale for such disciplinary action. A copy of the LEA student’s behavior plan, if any, shall be submitted with the written discipline report. CONTRACTOR and ▇▇▇ agree to participate in a manifestation determination at an IEP/IFSP meeting no later than the tenth (10th) day of suspension. ▇▇▇ shall notify and invite CONTRACTOR representatives to the IEP/IFSP team meeting where the manifestation determination will be made.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Disciplinary Measures 29.01 The Parties shall make every reasonable effort to encourage informal consultation and investigation of allegations, with a view to resolving the matter without formal disciplinary action being initiated. Further, (A) A member may be disciplined only for just cause. (B) Medical disability shall not be cause for disciplinary actions. (C) A criminal charge or conviction is not necessarily grounds for discipline or dismissal. 29.02 Disciplinary actions that may be taken pursuant to this article by the Board include, but are not limited to, the following: (A) a letter of warning or reprimand; (B) suspension with pay; (C) suspension without pay; (D) dismissal for cause. In this Article, suspension refers to the act of the Board in relieving a member of some or all University duties for cause without his/her consent for a specified period of time; dismissal for cause refers to the termination of an appointment by the Board without the consent of the member. Any disciplinary action shall be commensurate with the seriousness of the violation. At any meeting to consider any matter pertaining to the disciplinary action, the member must be notified in advance that such meeting pertains to disciplinary matters and the member has the right to be accompanied by an Association representative and/or legal counsel designated by the Association. 29.03 Actions pursuant to 29.02 shall be clearly identified in writing as being disciplinary and a clear statement of the reasons for the action taken by the Board shall be sent by registered mail to the member’s last known address or delivered by hand. Where disciplinary action is being taken by the Board, the Board shall supply the Association with the name of the member concerned. 29.04 All disciplinary action shall be initiated within 20 days of the date the Board knew, or ought reasonably to have known, of the matter giving rise to the discipline.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.