Common use of DISCIPLINARY PRINCIPLES Clause in Contracts

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.

DISCIPLINARY PRINCIPLES. The Employer believes that a clearly written discipline policy will serve to promote fairness and equality in the work place 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- 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-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.