Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct will result in termination.
Progressive Disciplinary Actions. In order to be considered disciplinary in nature and grievable under Article XVI: Grievances, Oregon Tech must expressly identify the action as disciplinary. Annual Performance Evaluations, Promotion and Tenure determinations, and compensation decisions are not considered disciplinary. Discipline shall be appropriate to the circumstances and proportionate to the seriousness of the offense. Oregon Tech is committed to the use of progressive discipline, except when the severity of the alleged offense or bargaining unit member’s history of discipline warrants such a deviation. Normally, disciplinary actions are intended to proceed in the following progressive manner, often using actions including: oral reprimand with notation to file, written reprimand, and actions more severe than written reprimand (such as temporary suspension from the assignment for which they are failing to meet professional obligations, suspensions with or without pay, and discharge). In determining whether to administer a disciplinary action and the severity of such discipline, Oregon Tech shall consider the egregiousness of the conduct in addition to the bargaining unit member’s prior conduct and disciplinary record. A bargaining member’s disciplinary record, whether identical in nature or not, may have a cumulative effect, resulting in a deviation from the progressive manner or a more severe disciplinary action including discharge.
