Employee Conduct and Discipline. A. No non-probationary bargaining unit member shall be disciplined without cause. The term "discipline" as used in this Agreement includes warnings, reprimands, suspensions with or without pay, reductions in rank, compensation or occupational advantage, discharges or other actions of a disciplinary nature. The specific grounds for disciplinary action will be presented in writing to the employee and the Association no later than at the time discipline is imposed, provided, however, that during the probationary period, as set forth in Article 1, Section Three, Clause B, a probationary employee may be discharged by the Board for any reason deemed in the best interest of the District. The Board retains the sole discretion to this right.
Employee Conduct and Discipline. Although the parties acknowledge the difficulty of completely and precisely defining the proper standards of conduct for each employee, it is recognized that they include the following:
Employee Conduct and Discipline. A. The Employer shall have the right to establish such standards of professional conduct and rules and regulations which are not in conflict with this Agreement.
Employee Conduct and Discipline. 5.13A ‐ Procedure Discipline shall be for cause and shall be administered in a fair and consistent manner and without regard to race, color, ancestry, religious creed, disability, medical condition, age, marital status, sexual orientation, gender identity, or any other protected classification under applicable law. Misconduct may result in discipline up to, and including, dismissal. Serious misconduct, including a first ‐time offense, may result in immediate dismissal depending upon the employee’s employment history or other extenuating circumstances. Misconduct may otherwise be addressed through a written reprimand, suspension, reduction in pay or demotion. All disciplinary action will be based on the facts of the individual case including, but not limited to, relevant portions of the employee’s employment history. The Authority may place an employee on administrative leave with pay pending investigation of allegations of misconduct or for other legitimate reasons. Administrative leave is not disciplinary. The appeal rights set forth in Section 5.13C, Major Discipline, and the response rights set forth in Section 5.13D, Minor Discipline, are applicable to Regular employees only. Probationary employees are at‐will and may be terminated or disciplined without proof of cause or other justification and without right of appeal or hearing.
Employee Conduct and Discipline. Employees are not permitted to accumulate meal periods in order to leave work early, or to extend daily meal periods, unless approved in advance by their supervisor.
Employee Conduct and Discipline. Employees of the City are considered to be members of a team working together to achieve one common goal, which is to serve the citizens of Cooper City by enhancing the quality of life in the City in the most effective and efficient manner possible. Employees who fail to follow necessary policies, procedures, rules and directives or fail to exhibit proper employee conduct not only penalize themselves, but they render a disservice to the rest of the team and to the City. All employees serve at the will and pleasure of the City and, accordingly, may be dismissed for any reason deemed appropriate by the City.
Employee Conduct and Discipline. 21.1 Although the parties acknowledge the difficulty of completely and precisely defining the proper standards of conduct for. each employee, it is recognized that proper standards of conduct include the following: .,.1; r }." '.; : .
Employee Conduct and Discipline. 93 SECTION 1. GENERAL PROVISIONS… 93 SECTION 2. PROCEDURES 94 SECTION 3. DECISION MAKING FACTORS 95 SECTION 4. GRIEVANCE RIGHTS 96 SECTION 5. OFF-DUTY CONDUCT 96 SECTION 6. SERVICE ON UNION… 96 SECTION 7. PURGING FILES 96
Employee Conduct and Discipline. 5.14A - Procedure Discipline shall be for cause and shall be administered in a fair and consistent manner and without regard to race, color, ancestry, religious creed, disability, medical condition, age, marital status, sexual orientation, or any other protected classification under applicable law. Misconduct may result in discipline up to, and including, dismissal. Serious misconduct may result in immediate dismissal for even a first offense. Otherwise, unless an employee’s employment history or other extenuating circumstance support discharge in the first instance, misconduct is likely to first result in a written reprimand, suspension, reduction in pay or demotion, and dismissal will be imposed for a second, or possibly, a third offense of misconduct. All disciplinary action will be based on the facts of the individual case, including, but not limited to, relevant portions of the employee’s employment history. The Authority may place an employee on administrative leave with pay pending investigation of allegations of misconduct or for other legitimate reasons. Administrative leave is not disciplinary. The appeal rights set forth in Section 5.14C, Major Discipline, and the response rights set forth in Section 5.14D, Minor Discipline, are applicable to Regular employees only. Probationary and Temporary employees are at-will and may be terminated, or disciplined, without proof of cause or other justification and without right of appeal.
Employee Conduct and Discipline
