Disciplinary Action Steps Sample Clauses

Disciplinary Action Steps. Step 1 Oral reprimand (Written reports of oral reprimands may be placed in the employee's file but need not be and only shall contain the date and topic.) Step 2 Written reprimand Step 3 Suspension with or without pay 1-3 days Step 4 Suspension with or without pay 4 or more days Step 5 Termination

Disciplinary Action Steps. 3 There are four progressive steps of disciplinary action in the Formal Process.

Disciplinary Action Steps a. Step 1 - Oral reprimand b. Step 2 - Written reprimand

Disciplinary Action Steps. The District policy of disciplinary action for attendance consists of an informal, non-disciplinary counseling step and four disciplinary steps which are administered in progressive order. At each of these steps the employee will be entitled to a meeting with union representation at their request and will have a meaningful opportunity to respond to the allegations and present information about any mitigating circumstances. An employee may progress through the Disciplinary Action Steps even if disciplinary processes for underlying infraction have not been resolved to completion. For example, an employee who has previously received a Step One Counseling and who commits two (2) additional absence occurrences may be subject to the Step Two (Written Reprimand) and a Step Three (One Day Suspension Without Pay) processes for the two (2) additional occurrences. Step One: Counseling After the first two (2) occurrences as defined above within sixty (60) workdays, the supervisor will provide a warning to the employee through a documented conversation in order to improve the attendance concerns and put the employee on notice that additional attendance issues will result in disciplinary actions. The purpose of the counseling meeting is to improve the attendance concerns and put the employee on notice that additional attendance issues will result in disciplinary action. This documented conversation will not be considered as discipline and will not be included in the employee's personnel file. Step Two: Written Reprimand When an employee incurs a total of three (3) absence occurrences, the employee will receive a written reprimand. The written reprimand is a formal method of informing an employee of an absence or tardy infraction. The written reprimand occurs after an employee has received counseling from their supervisor related to the issue(s), and it is intended to encourage the employee to change the behavior. Step Three: One Day Suspension Without Pay When an employee incurs a total of four (4) absence occurrences the employee will receive a one-day suspension without pay. Step Four: Three Day Suspension Without Pay When an employee incurs a total of five (5) absence occurrences, the employee will receive a three-day suspension.

Disciplinary Action Steps days (72 hours) 1. Written warning 2. 11 days (88 hours) 2. One-day suspension without pay 3. 13 days (104 hours) 3. Three-day suspension without pay 4. 15 days (120 hours) 4. Two-week suspension without pay 5. 18 days (144 hours) 5. Discharge from employment with the College

Disciplinary Action Steps. 3 There are four progressive steps of disciplinary action in the Formal Process. They are: 5 Step 1: A Step 1 action places an employee on written notice by the Fire Chief or 6 designee that failure to correct a problem could lead to more serious discipline. This 7 action has an active life span of 6 months. 9 Step 2: A Step 2 action involves a minimum of a written notice to a maximum of a one- 10 half shift suspension without pay. A Step 2 is given when the action warrants more than

Disciplinary Action Steps. The District policy of disciplinary action for attendance consists of five steps which are administered in progressive order. However, in some cases, the seriousness of the infraction or performance issue may warrant skipping one or more steps in the process. To assist supervisors in determining the appropriate level of disciplinary action in a particular situation, and to promote consistency in the application of the disciplinary action process, a chart at the end of this section provides examples of infractions and appropriate action steps. At each of these steps the employee will be entitled to a meeting with union representation at his/her request and will have a meaningful opportunity to respond to the allegations and present information about any mitigating circumstances.

Disciplinary Action Steps. Step One: Verbal warning(s) (which will be documented in writing) Step Two: Written reprimand(s) Step Three: Suspension without pay Step Four: Termination Any disciplinary action above Step Two of this procedure may only be administered by the Superintendent.

Disciplinary Action Steps. The District policy of disciplinary action for attendance consists of an informal, non-disciplinary counseling step and four disciplinary steps which are administered in progressive order. At each of these steps the employee will be entitled to a meeting with union representation at his/her request and will have a meaningful opportunity to respond to the allegations and present information about any mitigating circumstances. An employee may progress through the Disciplinary Action Steps even if disciplinary processes for underlying infraction have not been resolved to completion. For example, an employee who has previously received a Step One Counseling and who commits two additional absence occurrences may be subject to the Step Two (Written Reprimand) and a Step Three (Three Day Suspension Without Pay) processes for the two additional occurrences. After the first three (3) occurrences or three instances or tardiness/ early departures as defined above within sixty (60) work days, the supervisor will provide a warning to the employee through a documented conversation in order to improve the attendance concerns and put the employee on notice that additional attendance issues will result in disciplinary actions. The purpose of the counseling meeting is to improve the attendance concerns and put the employee on notice that additional attendance issues will result in disciplinary action. This documented conversation will not be considered as discipline and will not be included in the employee's personnel file.