THE DISCIPLINARY PROCESS Clause Samples
The Disciplinary Process clause outlines the procedures an organization follows when addressing employee misconduct or breaches of policy. It typically details the steps involved, such as investigation, notification, hearings, and possible sanctions, ensuring that employees are treated fairly and given an opportunity to respond. This clause serves to provide a clear, consistent framework for handling disciplinary matters, thereby protecting both the organization and its employees from arbitrary or unfair treatment.
THE DISCIPLINARY PROCESS. The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,however,the Employermayskip steps in the progressivediscipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from the
THE DISCIPLINARY PROCESS. Stramit reserves the right to escalate disciplinary action directly to any of the stages outlined below depending upon the seriousness of the matter. Where there are allegations of misconduct which are of a serious nature, it may be necessary to suspend an employee with pay whilst an investigation is conducted.
THE DISCIPLINARY PROCESS.
1. It is recognized that instructors have an existing property interest in their positions in accordance with the Oregon and United States Constitutions.
2. No regular faculty member shall be disciplined without just cause.
3. When an Administrative Officer of the college believes there is a need to meet to share concerns regarding a faculty member’s job performance or to investigate an issue, complaint or allegation against a faculty member, the Administrative Officer will schedule a meeting or investigatory interview with the employee.
a. Employees who believe they may be subject to disciplinary action may exercise their ▇▇▇▇▇▇▇▇▇▇ Rights including the right to an available Association representative of their choice during meetings regarding, or leading to, formal discipline.
b. The employee and the Association will be given at least twenty-four (24) hours’ written notice prior to an investigatory interview.
c. Once the investigatory interview is complete, the Administrative Officer will decide if discipline is warranted.
d. The Administrative Officer will notify the faculty member of their decision. If discipline is administered, the Administrative Officer will meet with the faculty member, explain the reason for the discipline, the impact of the issue, and the improvement or corrective action required. If discipline is not warranted, but the Administrative Officer believes the faculty member is not aware of College policies, procedures or expected conduct, then the Administrative Officer will place a non-disciplinary letter of expectation, as notice, in the faculty member’s personnel file.
THE DISCIPLINARY PROCESS. 7.1. If a student violates these rules, she/he will receive a warning by way of a letter, e-mail or phone call. In the event of further contravention, the University Administration may deny, restrict or suspend the student’s access to the eCampus.
7.2. Disciplinary action will be tailored to meet the concerns related to the violation and to assist the student in gaining the self-discipline necessary to behave appropriately on the eCampus.
7.3. If the violation is an infraction of the University Code of Conduct, the violation will be handled in accordance with the provisions of the University Code.
7.4. Legal authorities will be contacted if there is any suspicion of illegal or criminal activities.