DISCIPLINARY AND ADVERSE ACTIONS. Section 14.1 All disciplinary and adverse actions will be administered in accordance with applicable regulations. Disciplinary and adverse actions are taken against employees for such cause as will promote the efficiency of the service. When it is determined by the Employer that disciplinary or adverse action is warranted, the employee will be informed of the reasons which caused the action to be taken. Such actions will be initiated in a timely manner.
DISCIPLINARY AND ADVERSE ACTIONS. A. When the Union is designated as the representative in a disciplinary or adverse action, the employee will furnish to the Agency written designation and authorization on Appendix VII. The designation and authorization form will serve to release to the representative the information and documents which, as provided in this Article and relating to the disciplinary or adverse action, the employee is entitled to receive. Information and documents which are not releasable will not be used in taking a disciplinary or adverse action. The designation and authorization will include the name and address of the representative where the Agency will promptly provide the material and copies of all correspondence addressed to the employee. If time and distance are factors in the designation and authorization, it may be furnished to the local supervisor in writing and that supervisor may attest to its authenticity by telephone to the releasing official.
DISCIPLINARY AND ADVERSE ACTIONS. Section a. The provisions of this article apply to disciplinary and adverse actions which will be taken only for just and sufficient cause and to promote the efficiency of the service, and nexus will apply.
DISCIPLINARY AND ADVERSE ACTIONS. Section 1. Both Parties agree the Employer has the right and obligation to administer disciplinary actions for just and sufficient cause. The Army guideline of penalties and offenses, the gravity of the offense, the influence of the offense on mission operations, working relations and the welfare of other workers, as well as mitigating and aggravating circumstances should be considered when determining penalties. Both Parties agree that primary emphasis will be placed on preventing situations requiring disciplinary actions, through effective employee-management relations.
DISCIPLINARY AND ADVERSE ACTIONS. Section 1. The parties agree that disciplinary and adverse actions will be taken for such cause as will promote the efficiency of the service and will be supported by a preponderance of the evidence. Disciplinary actions will be initiated only after a preliminary investigation or inquiry indicated that such action is proper.
DISCIPLINARY AND ADVERSE ACTIONS. (Not arising out of or involving a question of professional conduct or competence.)
DISCIPLINARY AND ADVERSE ACTIONS. (Not arising out of or involving a question of professional conduct or competence.) Section 1 A. Management agrees that action taken against unit employees will be taken for just cause, consistent with applicable laws, and be fair and equitable. The parties agree that the concept of progressive discipline, designed primarily to correct and improve employee behavior, rather than to punish, will usually be followed. A more serious penalty than the least available may be taken whenever required by law or regulations, or required to correct the attitude or conduct of the employee. Usually progressively more severe penalties will be administered before discharge is initiated unless the offense is so serious that discharge is justified. Employees will not be subjected to arbitrary or unreasonable acts by supervising personnel. Section 2 - Preliminary Investigations In every case to determine what action is warranted, inquiry will be made into the incident or situation, as soon as possible. Ordinarily this inquiry will be made by the appropriate line supervisor. However, as appropriate, it may be necessary for other management officials to make the preliminary inquiry. The employee who is alleged to have committed the offense and any other persons who may have pertinent information about the case will be questioned, and signed statements ordinarily will be obtained. Information will be developed impartially, and reasonable effort will be made to reconcile conflicting statements by developing additional evidence. In all cases, the information obtained will be documented. Written material such as supervisory notes may be used to support an action detrimental to an employee if such material has been shown to the employee in a timely manner after the occurrence of the act and a copy provided to the employee upon request. The Union shall be given the opportunity to be represented at any examination of a unit employee by a management official in any investigation which may result in disciplinary or major adverse action being taken against the employee and the employee requests representation. Section 3 - All letters of proposed admonishment or reprimand shall contain specific information to indicate specifically why the letter is being issued. The decision letter will advise the employee of how long and where the letter may be retained, and if the letter may be used in determining an appropriate penalty if further infractions occur. Normally admonishments will be retai...
DISCIPLINARY AND ADVERSE ACTIONS. A. When the Union is designated as the representative in a disciplinary or adverse action, the employee will furnish to the Service written designation and authorization on Appendix
DISCIPLINARY AND ADVERSE ACTIONS. 18.01 Disciplinary or adverse action will be consistent with applicable laws and regulations governing such actions.
DISCIPLINARY AND ADVERSE ACTIONS. Section 1 - Statement of Assumptions, Purpose, and Policy
