CORRECTIVE ACTION AND DISCIPLINE. The University will take corrective action or discipline to respond to the nature and severity of the offense, and the employee's prior record. The University will not be precluded from discharging an employee or administering other substantial forms of discipline despite the absence of any prior disciplinary record when warranted by the nature and/or severity of the offense. When taking corrective action or disciplinary action, the University will make a reasonable effort to protect the privacy of the employee.
CORRECTIVE ACTION AND DISCIPLINE. If the county determines that workplace violence has occurred or may occur, appropriate corrective action will be taken and appropriate discipline will be imposed on any offending employees. The discipline taken will depend on the particular facts involved, but may include verbal or written warnings, suspension, or termination. In addition, the county may send an employee for a fit-for-duty evaluation at any times it is felt that such action is necessary.
CORRECTIVE ACTION AND DISCIPLINE. The Union recognizes the University's obligation to maintain a safe, orderly, and productive workforce, and its special obligations to its students and the University community for maintaining an appropriate working and living environment. It is agreed that there will be certain situations and circumstances which the University must address by the application of corrective and/or disciplinary action. The parties further agree that not all situations and circumstances are the same. Therefore, the University agrees to follow the principles of just cause, when taking corrective and/or disciplinary action, and will make a general distinction between "minor" and "major" offenses when considering what action to take. In general, the University will follow the principle of progressive discipline in administering action/discipline to employees; however, the University reserves the right to determine when the serious nature of an employee's offense requires that the University take accelerated disciplinary action. The University will not discharge or suspend a non-probationary employee without just cause. Just cause shall be used in all forms of progressive corrective action and/or discipline. Supervisors shall be expected to have just cause when giving corrective action and/or discipline to a bargaining unit employee. Examples (list is not inclusive) of minor offenses best addressed by progressive corrective action and/or discipline include: • poor performance • chronic absenteeism • disregard for instructions and/or work procedures • absence from an assigned work area without sufficient reason • extended break or meal periods that constitute an absence from the employee's assigned work area • late arrivals and/or early quits • minor insubordination • minor negligent damage to University equipment and/or property • and other similar types of offenses. Examples (list is not inclusive) of major offenses best addressed by accelerated discipline or termination of employment include: • cases of the use, sale, or possession of controlled substances on the job • arriving for work intoxicated or otherwise impaired by substance abuse or ingestion • theft • fraud • verbal and/or physical threat to another person • serious and/or chronic disregard for safety policies, instructions and/or work procedures • ethnic intimidation • major intentional damage to University equipment and/or property • sleeping on the job • gross insubordination, • or similar serious offenses.
CORRECTIVE ACTION AND DISCIPLINE. CES has the option to take disciplinary action against any employee which may include verbal or written reprimand(s) and/or suspension with or without pay, and termination or discharge. As part of an alternative disciplinary action, CES may establish a written growth plan for the employee. Such a plan is intended to clearly define the areas in which the employee’s performance is deficient, and the corrective measures the employee must take. Additionally, the growth plan will establish a timeline and/or deadline during which the employee’s progress is assessed. Failure to comply with the conditions of the growth plan may result in termination of employment. These alternatives to termination are options that belong solely to CES and employee has no right to expect that any of these options might be exercised by CES. Nothing herein affects an employee’s employment status as “At-Will”, if applicable.
CORRECTIVE ACTION AND DISCIPLINE. 905 The Hospital may not make substantive changes to the Corrective Action Policy without first notifying the Union of its intent and providing the Union with an opportunity to bargain about the proposed changes. 906 Depending on the situation, corrective action and discipline should use a system of progressive discipline, including verbal counseling, written counseling, disciplinary probation, suspension (disciplinary or investigatory), or termination. One or more steps in the corrective action process may be bypassed or repeated if appropriate under the circumstances. Other than in the case of an oral warning or counseling, the reasons for the corrective action shall be documented in writing. Copies of written discipline shall be placed in the Registered Nurse’s official personnel file, and a copy provided to the Registered Nurse. 907 The Hospital generally will provide advance notice to a Registered Nurse so that the Registered Nurse will have an opportunity to correct behavior or conduct that is deemed to be inappropriate or not meeting standards. However, the Hospital and the Union recognize that there are circumstances in which advance notice is not appropriate.
CORRECTIVE ACTION AND DISCIPLINE for full text see pages 16‐17
CORRECTIVE ACTION AND DISCIPLINE. 1. Disciplinary action is applicable to all employees and may include verbal or written reprimand(s) and/or suspension with or without pay, and termination or discharge. As part of an alternative disciplinary action, CES may establish a written growth plan for the employee. Such a plan is intended to clearly define the areas in which the employee’s performance is deficient, and the corrective measures the employee must take. Additionally, the growth plan will establish a timeline and/or deadline during which the employee’s progress is assessed. Failure to comply with the conditions of the growth plan may result in termination of employment. Nothing herein affects an employee’s employment status as “At-Will”, if applicable.
CORRECTIVE ACTION AND DISCIPLINE. If an investigation reveals that the complaint is founded, appropriate and expedient corrective action reasonably calculated to end the harassment will be taken. Depending on the severity of the harassment, appropriate corrective action will be taken, up to and including termination. Corrective action may include informal counseling, written reprimands, mandatory formal counseling, continued monitoring of the offender’s behavior, unpaid suspension, denial of pay increases, demotion or termination of employment or assignment. If the complainant has requested and received anonymity during the investigation, no corrective action beyond informal counseling shall be taken. All corrective actions taken will be periodically reviewed to assess their effectiveness. A complaining party who knowingly makes a false allegation of sexual harassment will be subject to appropriate discipline, including any of the corrective actions set forth in the preceding paragraph up to and including termination.
CORRECTIVE ACTION AND DISCIPLINE. Corrective measures and disciplinary action will normally be administered progressively. Progressive discipline may be waived for serious misconduct.
CORRECTIVE ACTION AND DISCIPLINE. 21 63 Definitions..................................................... 22 67 Dispute Resolution ...................................... 20 59
