Appropriate Discipline Sample Clauses

Appropriate Discipline. Discipline imposed may include in ascending order of severity: verbal warning, written reprimand, suspension without pay, or discharge. The District's policy will be to impose discipline appropriate to the cause which precipitated it, taking into account any prior discipline imposed.
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Appropriate Discipline. How do you decide what's appropriate?  Is the discipline you propose to take reasonably related to the seriousness of the problem? (Did the violation pose serious safety problems or create work flow disruptions for the company?)  Is it reasonably related to the employee's record (length of service and overall performance)? Is this violation part of a pattern?  Do you have the authorization to take this action, or should you have it reviewed by the next level of management?  A minor infraction does not merit harsh discipline unless it is a repeat occurrence by the employee.
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Appropriate Discipline. The Employer shall determine the appropriate discipline to administer. In so doing the Employer will consider the seriousness of the offense, the record of the employee and the conditions under which the offense took place. Generally, the Employer will use a system of progressive discipline (which may include actions such as verbal counseling/warnings, corrective training, reassignment, demotion and/or probation, written counseling/warnings, disciplinary suspensions with or without pay, and/or termination of employment) however the Employer retains the discretion to start or “jump” steps in any progression based upon the Employer’s review of the prior evaluation criteria. All disciplinary actions may become a permanent part of the employee's personnel file.
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Appropriate Discipline. How do you decide what's appropriate? • Is the discipline you propose to take reasonably related to the seriousness of the problem? (Did the violation pose serious safety problems or create work flow disruptions for the department?) • Is it reasonably related to the employee's record (length of service and overall performance)? Is this violation part of a pattern? • Do you have the authorization to take this action, or should you have it reviewed by the next level of management? • A minor infraction does not merit harsh discipline unless it is a repeat occurrence by the employee. • Given the same violation for two or more employees, their respective records of service provide the only basis for administering different disciplinary actions without being subject to a charge of discrimination. • What personnel program is the employee part of (Union contract, etc.)? • Consult your Human Resource Consultant.
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Appropriate Discipline. Is the proposed discipline reasonably related to the seriousness of the problem? In other words, does the punishment fit the crime?
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Related to Appropriate Discipline

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • of the Discipline The Local Church acknowledges that the Annual Conference has no control over the voting approval of the voting delegates and the voting approval is subject to the will and voting of the body. Should either of the above conditions not occur, this Disaffiliation Agreement shall immediately become null and void.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Enforce Discipline Contractor shall at all times enforce strict discipline and good order among its employees, Subcontractors, and others performing the Work, and shall not employ or permit the employment of unfit persons or persons not skilled in the task assigned to them.

  • Appropriate Safeguards BA shall implement appropriate safeguards to prevent the use or disclosure of Protected Information other than as permitted by the Contract or Addendum, including, but not limited to, administrative, physical and technical safeguards in accordance with the Security Rule, including, but not limited to, 45 C.F.R. Sections 164.308, 164.310, and 164.312. [45 C.F.R. Section 164.504(e)(2)(ii)(B); 45 C.F.R. Section 164.308(b)]. BA shall comply with the policies and procedures and documentation requirements of the Security rule, including, but not limited to, 45 C.F.R. Section 164.316 [42 U.S.C. Section 17931].

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

  • School discipline The Parents accept the authority of the Headmaster and of other members of staff on the Headmaster's behalf to take all reasonable disciplinary or preventative action necessary to safeguard and promote the welfare of the Pupil and the School community as a whole. The School's policies on behaviour and discipline current at the time and published on the School website apply to all pupils at the School and at all times when the Pupil is in or at school, (including when engaged in online or remote learning), representing the School or wearing School uniform, travelling to or from School, on School-organised trips or associated with the School at any time. The policies shall also apply at all times and places in circumstances where failing to apply this policy may affect the health, safety or wellbeing of a member of the School community or a member of the public, have repercussions for the orderly running of the School or bring the School into disrepute.

  • DISCIPLINE/DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge an employee for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved, and forwarded to the office of the Union at the time they are issued.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

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