DISCIPLINE OF EMPLOYEES. Section 1. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following:
DISCIPLINE OF EMPLOYEES. A. It is recognized by the Board and the Union that the immediate supervisor, as designated by the Board, may issue warnings and reprimands to employees. Accumulations of such reports may lead to dismissal. Copies of warnings and reprimands will be distributed to the Office of Human Resources/Legal Affairs, the employee, and the Union.
DISCIPLINE OF EMPLOYEES. Section 1 Employees may be disciplined, suspended, and discharged only for good reason. The employer shall utilize corrective progressive discipline in such cases and shall initiate action within thirty (30) workdays of becoming aware of an employee’s conduct giving rise to such action. It is understood and agreed that corrective progressive discipline allows the Board to skip lower levels of discipline and impose higher levels of discipline, including discharge, so long as there is good reason for the discipline which is imposed based upon the employee’s conduct and/or disciplinary history.
DISCIPLINE OF EMPLOYEES. Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis- appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee.
DISCIPLINE OF EMPLOYEES. A. In the case of a dismissal, demotion, discharge or suspension of an employee, the Association President shall be advised of the reasons for dismissal, discharge or suspension, as soon as reasonably possible. Written notification of dismissal, suspension, or other disciplinary action shall be sent to the employee and the Association. Causes which shall be deemed sufficient for suspension, demotion, dismissal or other disciplinary action include, but are not limited to, the following:
DISCIPLINE OF EMPLOYEES. Section 1 Employees may be disciplined, suspended, and discharged only for a reason that is not arbitrary or capricious. The employer shall utilize corrective, progressive, discipline in such cases and shall initiate action within thirty (30) days of becoming aware of an employee’s conduct giving rise to such action. The progressive discipline steps may include: verbal warning, written warning or written reprimand, suspension with or without pay, and discharge. It is understood and agreed that corrective progressive discipline allows the Board to skip lower levels of discipline and impose higher levels of discipline, including discharge, so long as there is just cause for the discipline which is imposed based upon the employee’s conduct or disciplinary history. Notice of verbal warning shall be documented in writing and labeled “verbal warning” with a copy presented to the employee and a copy placed in the employee’s personnel file. All forms of written discipline shall be presented to the employee and a copy shall be placed in the employee’s personnel file. Verbal warning notices shall be removed from the personnel file two (2) years after their issuance, providing there is no further disciplinary action during the two (2) year period. If there is further disciplinary action within this two-year period, the verbal warning notice permanently will remain in the personnel file.
DISCIPLINE OF EMPLOYEES. A. Upon satisfactory completion of the designated probationary period, a seniority Employee will not be disciplined or discharged without just cause.
DISCIPLINE OF EMPLOYEES. No employee shall be disciplined or deprived of any professional benefits without just cause. No employee shall be publicly reprimanded. If disciplinary action is warranted, the following procedures will be followed. For first offense situations and any subsequent offenses where such action is deemed appropriate, an oral warning will be issued at a conference held for that purpose. Subsequent offenses of the same type may subject the employee to letters of reprimand. Subsequent offenses of a different type will normally be preceded by an oral warning unless the employee is repetitively in violation of established rules and/or practices in which case a letter of reprimand may be issued directly. Offenses occurring subsequent to the issuance of a letter of reprimand shall be dealt with by the administration as may be deemed appropriate. For offenses of a serious nature, immediate corrective action may be taken up to and including termination of services. However, the severity of any disciplinary action shall be commensurate to the offense. An employee shall have the right to a representative of his/her choice at any conference which may reasonably be expected to lead to disciplinary action. Although it is management’s prerogative to initiate disciplinary action, an employee who disagrees with the disciplinary action shall submit a grievance directly to Step 3 of the grievance procedure.
DISCIPLINE OF EMPLOYEES. A. No employee, with the exception of probationary employees, shall be disciplined without just cause.
DISCIPLINE OF EMPLOYEES. A. No employee shall be disciplined, reprimanded, reduced in rank or compensation without just cause. Any such discipline, reprimand, reduction in rank or compensation by the Board or representatives thereof, shall be done in privacy. The employee shall be informed of the basis for disciplinary action and will be provided with all information concerning the basis for this action. The first sentence of this section shall not apply to the termination of a probationary employee.
