DISCIPLINARY PRINCIPLES Sample Clauses

The Disciplinary Principles clause establishes the standards and procedures for addressing misconduct or breaches of rules within an organization or agreement. It typically outlines the types of behavior that may result in disciplinary action, the steps for investigating alleged violations, and the possible consequences or sanctions that may be imposed. By clearly defining acceptable conduct and the process for handling infractions, this clause ensures fairness, consistency, and transparency in maintaining discipline and resolving disputes.
DISCIPLINARY PRINCIPLES. 5.1 Disciplinary processes will be undertaken in accordance with the Academic Staff Disciplinary Procedures and the principles of procedural fairness and good faith. Where appropriate, any concerns about staff conduct and performance will be dealt with informally.
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DISCIPLINARY PRINCIPLES. ‌ 6.1 Disciplinary processes will be undertaken in accordance with the Academic Staff Disciplinary Procedures and the principles of procedural fairness and good faith. Where appropriate, any concerns about staff conduct and performance will be dealt with informally. The Employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the employee will: (a) Be fully and fairly informed of the allegation of allegations against them; (b) Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/poor performance, including by being: i. Provided with all information generated by the investigation; ii. Notified of potential disciplinary outcomes at the outset; and (c) Given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. (d) Have their responses considered with an open mind; (e) Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); (f) Have the right to representation at all stages of the process. The Employer also agrees that: (a) Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; (b) Any warnings will be issues with the approval of a Human Resources Manager or Advisor; (c) In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and (d) Employees shall be advised of their right to challenge any disciplinary decision. Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.
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DISCIPLINARY PRINCIPLES. 29.1 Disciplinary processes shall be undertaken in accordance with the Disciplinary Procedures for Professional Staff and the principles of procedural fairness and good faith.
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DISCIPLINARY PRINCIPLES. The Employer believes that a clearly written discipline policy will serve to promote fairness and equality in the work place and will minimize potential misunderstandings among Employees in disciplinary matters. Furthermore, the Employer believes that certain basic principles, set forth below, must consistently be applied in order to effectively and fairly correct unsatisfactory job behavior. (A) Employees shall be advised of expected job behavior and the types of conduct that the department has determined to be unacceptable behavior. (B) Immediate attention shall be given to policy infractions. (C) Discipline shall be applied uniformly and consistently throughout the department and any deviations from standard procedure must be well documented. (D) Each offense shall be dealt with as objectively as possible. (E) Discipline shall be progressive, except when the infraction or misconduct is of such a dire nature that a greater penalty is appropriate. (F) An Employee's immediate Supervisor, Administrator, Director and/or Board of Commissioners shall be responsible for recommending/administering discipline. (G) A Union representative shall be permitted to represent a Bargaining Unit member at any meeting or hearing relative to discipline of that member at the discretion of the Bargaining Unit member. Upon request of a bargaining unit member, an employee union representative shall be permitted to be present as an observer during any meeting in which a bargaining unit member is required to respond to questioning in an investigative interview which could lead to disciplinary action against that bargaining unit member. (H) A pre-disciplinary hearing on any charges other than a written or verbal reprimand shall be provided before formal charges are made. A notice of a pre- disciplinary hearing shall be provided to the Employee which shall state, in general terms, the reason for the pre-disciplinary hearing. The notice shall fix the time and date for the pre-disciplinary hearing, which shall not be within twenty-four hours after delivery of the notice. A copy of a notice of a pre-disciplinary hearing shall be provided to the Union President, unless otherwise specified by the employee. (I) A pre-disciplinary hearing shall not be necessary when the actions of the Employee require his/her immediate physical removal from the premises. A pre- disciplinary hearing shall be held within three (3) working days of the suspension.
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DISCIPLINARY PRINCIPLES a. The parties to this Collective Agreement are committed to working together to create a responsive, enthusiastic and respectful work environment, one dedicated to providing quality, cost effective public services; achieving high standards of personal and group performance; and resolving issues constructively and for the common good. To that end, the parties are committed to: i. Creating a workplace that requires Employees and management to demonstrate mutual respect; ii. Building a progressive labour management relationship that provides the Employer with the opportunity to meet legitimate corporate interest; iii. Maintaining the dignity of Employees; iv. Providing support and guidance to those Employees required to improve performance; and v. Providing safeguards against unjust discipline by adhering to a sound discipline policy that encourages self-rehabilitation. b. The intent is that discipline should be progressive and begin with a verbal warning, however depending on the seriousness of the offence the Employer reserves the right to administer discipline appropriate and proportionate to the offence. c. Subject to the above, the normal pattern for progressive discipline shall be: i. A first level reprimand, ii. A second level reprimand, iii. A third level reprimand and one (1) day suspension without pay, iv. A fourth level reprimand and three (3) day suspension without pay, v. Dismissal. d. An occurrence of previous discipline shall not be used to support a higher level of discipline of a subsequent offence if twenty-four (24) months have passed without any intervening disciplinary offences. Any month in which the Employee is absent for ten (10) or more working days shall not count towards this period. e. An Employee shall not be dismissed without just cause. In a case of dismissal, the Employee will be notified in writing of the reasons for the dismissal and given the opportunity to meet with Human Resources and Town Manager (or their delegates) with the assistance of a ▇▇▇▇▇▇▇ or Union Representative, if requested, to review the facts outlined in the dismissal letter.
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DISCIPLINARY PRINCIPLES. 54.1 The University is committed to ensuring procedural fairness with respect to all decisions made on the taking of Disciplinary Action against any of its Employees. All decisions to terminate employment shall be in accordance with this Agreement. 54.2 Where the University has formed the view that Disciplinary Action is to be taken, the Employee will be allowed the opportunity to present any evidence that they may seek to rely on as mitigating circumstances or other matters in their defence. 54.3 An Employee whose conduct is subject to the clauses of this Part of the Agreement may seek advice and assistance from a representative of the Union or a support person. 54.4 Once a matter has commenced under this Part of the Agreement neither the University nor the affected Employee or the Union can refer the matter to be dealt with under the University grievance processes or under the Dispute Resolution procedures contained in Clause 60- Dispute Resolution of this Agreement. 54.5 If the allegations are of a type that may lead to termination of employment, the Employee may be suspended immediately with or without pay. 54.5.1 During any period of suspension, the Employee may be excluded from the University provided that they will be permitted reasonable access to the institution for the preparation of their response and to collect personal property. 54.5.2 Suspension may occur at any time during the processes relating to unsatisfactory performance or misconduct. 54.5.3 Suspension without pay will not be unduly long as a result of actions or omissions of the University.
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Related to DISCIPLINARY PRINCIPLES

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Process 29.8.1 A decision of an employee’s appropriate supervisor to forward an allegation of misconduct to the Director or designee shall result in the appropriate supervisor not having further decision making involvement into such investigation although the supervisor may make a recommendation as to the appropriate discipline to be administered. 29.8.2 Upon completion of the investigation, the completed investigatory file shall be sent to an impartial supervisor along with a recommendation as to whether the allegations appear to be founded or unfounded. This supervisor shall be unconnected to the investigation, outside of the bargaining unit, and not a witness, investigator for Internal Affairs, or complainant. The supervisor shall normally be the Troop or Division Commander, or his/her designee, of the employee whose conduct is under investigation. If the recommendation is that the case is founded, the supervisor will schedule a disciplinary conference and forward a recommendation to the Agency Director. 29.8.3 The current personnel file of the affected bargaining unit member shall accompany any Internal Affairs file or investigatory file forwarded to the Agency Director to be used as mitigating evidence, and in order for the Agency Director to give due consideration to progressive discipline principles. Before making a decision to place an employee on investigatory suspension without pay, the employee shall be given an opportunity to meet with the Superintendent or his/her designee to present information bearing on the propriety of a suspension without pay. The employee may elect to waive this opportunity. 29.8.4 A disciplinary conference shall be conducted between the employee and the agency director prior to the imposition of the disciplinary action if requested by the employee and the recommended discipline is one of those listed as 3., 4., 5., or 6. in paragraph 29.1.1 (suspension and more serious). The employee shall have three (3) working days’ notice of such meeting. The employee shall have the right to be represented in the disciplinary conference by an individual of his/her choice or legal counsel. The employee shall be afforded an opportunity in such conference to present mitigating circumstances to the Agency Director or designee. The conference can be conducted either telephonically or in person by the Colonel, or if he/she is unavailable, the Lieutenant Colonel. Any discipline ordered or imposed shall be administered to the employee by the Troop or Division Commander or his/her designee. 29.8.5 The Internal Affairs investigation shall be conducted and submitted to the Agency Director. The final decision on the matter will be given to the affected employee within a total of seventy (70) calendar days of receipt of the complaint at State Headquarters, or within seventy (70) calendar days of the initiation of the investigation when the investigation was on hold awaiting the results of a criminal investigation. EXCEPTIONS - Both parties recognize that the complexity and seriousness of allegations require a complete, thorough, and impartial investigation. In order to accomplish this, protect the employee's and the organization's interests, exceptions to the time limits may be necessary. Should an extension be required, the following steps shall be taken: 1. Internal Affairs (or appropriate investigating officer) will request an extension in writing to the Director specifying the reasons. 2. The employee shall receive a copy of such request for extension. 3. The employee shall receive a copy of the approved extension. 29.8.6 No materials or reports involving an allegation shall be entered into any official personnel file nor shall that allegation be used to enhance discipline of the member where the investigation has exonerated the member and/or the allegations were determined to be unfounded or not sustained.