Disciplinary Policy. (Schedule Two)
Disciplinary Policy. SIMMONS corporate view is that the disciplinary procedure is not desxxxxx xo punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, each manager is cautioned with the need to believe that the employee has corrected his problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.
Disciplinary Policy. While we do not anticipate any problems, we must mention our discipline policy. To ensure that everyone has an enjoyable and safe class experience, disruptive or dangerous behavior will not be tolerated. While teachers will make every effort to redirect behavior, parents will be called and asked to pick up their child if problem behavior persists. There will be no refund of class fees if a child must leave due to behavioral issues. By signing and submitting your registration, you are agreeing to all our Liability and Procedural Agreements.
Disciplinary Policy. The Disciplinary rules applicable to you are set out in the document called “Disciplinary Policy”. You are strongly advised to read them. These rules do not form part of your contract and may vary from time to time. You should note that, if you choose to resign after being notified that you are subject to disciplinary proceedings, those proceedings will continue in any event and you will be required to attend any hearing etc.
Disciplinary Policy. 1. The City agrees that it shall only discipline or discharge bargaining unit members for cause. The term “discharge” shall not include termination of employment directly caused by departmental reduction or restructuring.
Disciplinary Policy o Subcontractors are responsible for implementing, monitoring, and enforcing their written safety programs with their direct employees and their subcontractors. o Flagrant or insubordinate behavior on CCB jobsites or premises is grounds for immediate removal from the site of the infraction and potentially permanent removal from all CCB qualified subcontractor’s database. Electrical Safety o Only round, double insulated grounded extension cords are to be used on CCB project sites. o Ground Fault Circuit Interrupters (GFCIs) are required on all 120 volt, 15 and 20 amp single phase electrical circuits. GFCIs will be Class A for construction use. GFCIs in temporary electrical boxes must be tested monthly; portable GCFIs are to be tested daily. o Only trained and authorized subcontractors may work on live or de-energized electrical parts. o Always maintain 36” clearance around panel boxes. o All work shall be done in compliance with OSHA 29 CFR 1910.331-.335 and NFPA 70E. Excavation Safety o All utility locates shall be done prior to breaking ground. o All nearby unstable objects shall be secured (Trees, stones, etc.) o All spoils and loose rocks shall be a minimum of 2’ back from the edge. Prior to entry: Proper egress shall be installed for safe entry and exit for trenches or excavations 4’ or deeper (Extension ladder, or earth ramp sloped at 45 degrees.) Proper egress shall be provided within 25’ of workers. Proper trench protection shall be installed for excavations 5’ or deeper to protect workers from collapse by shores, shield, slope, or bench. Fall Protection o Fall protection is required when an individual’s feet are six feet or more above the floor or grade level. This includes working from ladders or scaffolds that do not have proper guardrails. Full body safety harnesses and shock absorbing lanyards are required for fall protection when it cannot be provided by other means. o Subcontractor must have a written fall rescue plan for any work that requires fall protection. This written plan shall be submitted to the CCB project superintendent and reviewed with all affected subcontractor employees prior to starting work. Fire Protection o Subcontractors are responsible for providing fire extinguishers for general use and for all “hot” work and subcontractors’ staff members must be trained in use of fire extinguishers. o Subcontractor is responsible for providing a fire watch for hot work. The fire watch shall monitor the hot work area no less than 30 ...
Disciplinary Policy. WSU’s ATP has established a disciplinary policy to deal with any infractions of this Policies and Procedures Manual. If at any point an ATP faculty member or preceptor believes an Athletic Training Student (ATS) has committed such an offense, they should complete an ATS Concern Form (located in ATrackTM) and meet follow up with a concerned conference. Every attempt should be made to include the Athletic Training Program Director, or if not available, an ATP faculty member in any meeting. Examples of violations include, but are not limited to the following: • Derogatory comments regarding the ATP, faculty/staff, and/or fellow students or any action that negatively reflects on the ATP, university, or profession. o Any derogatory comments posted on any social media sites are grounds for immediate dismissal from the WSU ATP. • Unexcused absences or inappropriate notification of scheduling conflicts (less than 24 hrs.) • Chronic tardiness • Insubordination • Unprofessional behavior or conduct unbecoming an athletic training student • Dress code violations • Sexual harassment • Theft/vandalism • HIPAA and/or FERPA violations • Inappropriate cell phone usage in class or clinical sites (see Student Responsibilities) • Incorrect documentation of clinical hours or experiences During the meeting, the involved AT preceptor/faculty member shall list the concern(s) and then both parties shall discuss and come to a consensus on steps to resolve the issue(s). In addition, the Program Director reserves the right to identify additional penalties as needed. The Concern Form will be placed in the ATS’ ATP file with copies distributed to the appropriate ATs and to the ATS. If the ATS is involved in any two (2) concerned conferences in one (1) academic year or three (3) during their tenure in the ATP, they may be subject to dismissal from the ATP. ACADEMIC POLICIES
Disciplinary Policy. The following actions may result in disciplinary action, including but not limited to immediate suspension of the contract pending investigation, immediate termination of this contract, and dis-enrollment from the Part C Provider Network. Actions leading to disciplinary investigation include but are not limited to: The revocation, suspension or limitation of a provider’s health care license The revocation, suspension or limitation of a provider’s right to participate in the Medicaid program; Findings of professional misconduct or incompetence by any governmental entity or professional organization with competent jurisdiction; Failure to provide competent service or to comply with Early Steps Policy Handbook and Operations Guide. Findings of fraud, embezzlement, acts of moral turpitude, dishonesty, or any other acts which might adversely affect Children's Medical Services, HPC, or Early Steps clients or families; Legal incompetence, repeated or untreated substance abuse or total and/or permanent incapacity; Failure to comply with the CMS provider approval and re-approval processes and criteria; Willful falsification of any documents including, but not limited to, enrollment documents, training documents, invoices, mileage logs, children’s records.
Disciplinary Policy. Principles - The following principles will apply to situations which may warrant discipline:
Disciplinary Policy. All employees are responsible for observing regulations necessary for proper operation of Town departments. Disciplinary action shall be the responsibility of supervisors, department heads and appointing authorities, which shall exercise their responsibility with discretion and with concern for the employee. The following is intended to serve, as a guideline in the determination as to when disciplinary action is appropriate and what form it would take. In making the decision as to what form of disciplinary action to take, the Town will consider all relevant factors, including but not limited to, the circumstances of the particular infraction; the seriousness of the incident; the employee's overall employment record; and the detriment to the Town, its employees, residents or visitors as a result of the infraction. Disciplinary action may be imposed upon an employee for conduct or actions, which interfere with or prevent the Town from effectively and efficiently discharging its responsibilities to the public. The following shall be sufficient cause for disciplinary action. The list is illustrative only and shall not be considered to include all reasons for disciplinary action:
