Standards of Conduct and Performance. The standards established by the State Board of Education pursuant to Oklahoma Statutes §70-6-101.21 shall be the Standards of Conduct and Performance for Teachers of the Ponca City Public Schools until such time as new standards are negotiated between the Board and Association. The Standards of Performance and Conduct for Teachers promulgated by the State Board of Education are attached hereto in Appendix A.
Standards of Conduct and Performance. In order to protect the well-being and rights of all employees and to ensure safe, efficient University operations and compliance with the law, the systems shall establish rules of personal conduct and standards of acceptable work performance for University salaried nonfaculty employees and policies for corrective discipline. In general, the policies for corrective discipline shall serve to (i) establish a uniform and objective process for correcting or disciplining unacceptable conduct or work performance, (ii) distinguish between less serious and more serious actions of misconduct and provide corrective action accordingly, and (iii) limit corrective action to employee conduct occurring only when employees are at work or are otherwise representing the University in an official or work-related capacity, unless otherwise specifically provided by the policies of the systems or other applicable law. The systems may provide for a probationary period for new and re-employed University salaried nonfaculty employees, during which period the policies for corrective discipline shall not be applicable and the employee may not use the grievance procedure set forth in subdivision 10. The systems may include separate rules of personal conduct and standards of acceptable work performance and policies for corrective discipline for reasonably distinguishable groups of University employees.
Standards of Conduct and Performance. The district shall accept and implement the standards of conduct and performance promulgated by the State Department of Education and these standards shall be incorporated as part of this contract.
Standards of Conduct and Performance. Grounds for disciplinary action include but are not limited to such conduct or omissions as incompetence, inefficiency, dishonesty, fraud in securing employment, insubordination, failure to fully and satisfactorily perform duties, failure to comply with or abuse of City departmental rules, regulations or directives, or relevant provisions in Agreement, absence or tardiness without authorization, abuse of leave articles, intoxication or use of intoxicants on duty, being under the influence of or use of unlawful drugs or narcotics on duty, conviction of a felony or misdemeanor involving moral turpitude, discourteous treatment of the public or other employees, misuse of City property or facilities, chronic or excessive absenteeism or tardiness, unauthorized use of or falsification of records or documents, and any other failure of good behavior or acts which are incompatible with or inimical to City service.
Standards of Conduct and Performance. Grounds for disciplinary action include but are not limited to such conduct or omissions as incompetence, inefficiency, dishonesty, fraud in securing employment, insubordination, failure to fully and satisfactorily perform duties, failure to comply with or abuse of the City departmental rules, regulations or directives, or relevant provisions in Agreement, absence or tardiness without authorization, abuse of leave articles, intoxication or use of intoxicants on duty, being under the influence of or use of unlawful drugs or narcotics on duty, conviction of a felony or misdemeanor involving moral turpitude, discourteous treatment of the public or other employees, misuse of City property or facilities, chronic or excessive absenteeism or tardiness, unauthorized use of or falsification of records or documents, and any other failure of good behavior or acts which are incompatible with or inimical to City service. 5102 Disciplinary Actions: Disciplinary actions are suspensions without pay, reduction in pay, demotions and dismissals imposed for reasons of punishment. Actions taken due to layoffs are not disciplinary actions, nor are performance evaluations or written reprimands. 5103 Nothing provided herein shall permit or cause an exempt employee to be suspended without pay for less than one work period except in the case of violations of a workplace conduct rule, where the discipline is imposed in good faith and the disciplinary suspension is imposed pursuant to a written policy that is applicable to all employees.
Standards of Conduct and Performance. In order to protect the well-being and rights of all 2545 employees and to ensure safe, efficient University operations and compliance with the law, the systems 2546 shall establish rules of personal conduct and standards of acceptable work performance for University 2547 salaried nonfaculty employees and policies for corrective discipline. In general, the policies for 2548 corrective discipline shall serve to (i) establish a uniform and objective process for correcting or 2549 disciplining unacceptable conduct or work performance, (ii) distinguish between less serious and more 2550 serious actions of misconduct and provide corrective action accordingly, and (iii) limit corrective action 2551 to employee conduct occurring only when employees are at work or are otherwise representing the 2552 University in an official or work-related capacity, unless otherwise specifically provided by the policies 2553 of the systems or other applicable law. The systems may provide for a probationary period for new and 2554 re-employed University salaried nonfaculty employees, during which period the policies for corrective 2555 discipline shall not be applicable and the employee may not use the grievance procedure set forth in 2556 subdivision 10. The systems may include separate rules of personal conduct and standards of acceptable 2557 work performance and policies for corrective discipline for reasonably distinguishable groups of 2558 University employees.
Standards of Conduct and Performance. Grounds for disciplinary action include but are not limited to such conduct or omissions as incompetence, inefficiency, dishonesty, fraud in securing employment, insubordination, failure to fully and satisfactorily perform duties, failure to comply with or abuse of the City departmental rules, regulations or directives, or relevant provisions in Agreement, absence or tardiness without authorization, abuse of leave articles, intoxication or use of intoxicants on duty, being under the influence of or use of unlawful drugs or narcotics on duty, conviction of a felony or misdemeanor involving moral turpitude, discourteous treatment of the public or other employees, misuse of City property or facilities, chronic or excessive absenteeism or tardiness, unauthorized use of or falsification of records or documents, and any other failure of good behavior or acts which are incompatible with or inimical to City service. 5102 Disciplinary Actions: Disciplinary actions are suspensions without pay, reduction in pay, demotions and dismissals imposed for reasons of punishment. Actions taken due to layoffs are not disciplinary actions, nor are performance evaluations written reprimands, and the withholding of step increases disciplinary action. 5103 Nothing provided herein shall permit or cause an exempt employee to be suspended without pay for less than one work period except in the case of violations of a workplace conduct rule, where the discipline is imposed in good faith and the disciplinary suspension is imposed pursuant to a written policy that is applicable to all employees.
Standards of Conduct and Performance. Rules and procedures governing standards of conduct and performance are necessary in order to promote fairness and consistency in the treatment of all employees. The Executive’s attention is drawn to Activision Blizzard’s and the applicable Group’s disciplinary rules, performance standards and other rules and standards with which the Executive is expected to comply as set out in the Staff Handbook.
