STANDARDS OF DISCIPLINE. 32.01 Where written departmental standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute.
STANDARDS OF DISCIPLINE. 16.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination
STANDARDS OF DISCIPLINE. 24.01 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter.
STANDARDS OF DISCIPLINE. In order of severity, the usual types of disciplinary action are as follows: oral reprimand, written reprimand suspension termination When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting and shall be informed of the reason for it. When an employee is suspended from duty or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the for the suspension or termination. The Council shall endeavor to provide this written notification at the time of the suspension or termination. When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: at the time of requesting the services of an adjudicator or within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. Any document or written statement related to disciplinary action, which may have been placed on the employee’s Personnel file shall be destroyed from the employee’s Personnel file after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended b...
STANDARDS OF DISCIPLINE. 41.01 When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension.
STANDARDS OF DISCIPLINE. (A) All disciplinary action against officers covered by this Agreement shall be carried out in accordance with Department rules, regulations, orders, policies, procedures, City ordinances and State laws governing the discipline of law enforcement officers.
STANDARDS OF DISCIPLINE. 49.01 An employee shall be notified in writing of any investigation that may result in disciplinary action being taken against the employee by the Employer. Such notice shall contain a description of the allegations and make known the office and/or individuals that will be carrying out such investigation.
STANDARDS OF DISCIPLINE. All disciplinary action against employees shall be carried out in accordance with Department rules, regulations, orders, policies, procedures, Town ordinances and State Laws governing the discipline of police officers except as modified herein. Discipline shall be progressive and corrective, and shall be designed to improve behavior and not merely punish it. In some instances, an incident may justify severe disciplinary action including termination, depending on the seriousness of the incident. No employee shall be suspended or terminated without just cause or demoted without reasonable articulation.
STANDARDS OF DISCIPLINE. D7.01 a) When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension.
STANDARDS OF DISCIPLINE. No employee shall be reduced in pay or position, suspended, indefinitely suspended, or subjected to disciplinary action except as allowed by TLGC Chapter 143. In all instances discipline will be applied in a corrective manner. It shall take into account the circumstances surrounding the incident, the nature of the violations, the employee’s record of discipline, and the employee’s record of performance and conduct. Discipline may be administered in steps except as allowed by TLGC Chapter 143.
