{"component": "clause", "props": {"groups": [{"size": 21, "snippet": "18.1 An immediate supervisor may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by supervisors (lieutenants and higher) subject to the Sheriff's approval. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee.\n18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigency of the circumstances dictate otherwise.\n18.1.2 Employees will not be required to unwillingly submit to a polygraph test; provided, however, this provision does not apply to the initial application for employment.\n18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative prior to responding, said employee will be provided a reasonable time not to exceed three (3) working days for such response. If the Sheriff determines that circumstances exist requiring immediate action, the Sheriff shall have the right and authority to immediately suspend the employee without pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Sheriff is free to implement the disciplinary action he/she feels is appropriate under the circumstances.\n18.2.1 In the event dismissal of an employee becomes imminent and the Sheriff determines an alternative to said dismissal is the employee's resignation, said employee will be provided a reasonable opportunity to confer with the Union before being requested to respond to the offer of resignation.\n18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through either of the following procedures. At the employee's option, an appeal can be made through the grievance procedure as outlined in Article 19, or through the Yakima County Civil Service Commission. The employee's decision of appeals procedure shall be final and binding on all parties. The employee must exercise his/her option within ten (10) calendar days of the disciplinary action; otherwise the appeal shall be null and void and the disciplinary action shall remain as taken. The employee must choose one procedure or the other; said employee cannot exercise an appeal under both procedures.\n18.4 Should any employee choose to file a written demand for an investigatory hearing regarding the disciplinary action through the Yakima County Civil Service Commission, the matter shall be handled in accordance with applicable procedures as contained in the Rules and Regulations of the Yakima County Civil Service Commission.\n18.5 Should any employee choose to grieve a disciplinary action through the provisions of the grievance procedure, the matter shall be handled in accordance with Article 19.\n18.6 The provisions of Articles 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.", "samples": [{"hash": "8UyPPuuRZVq", "uri": "/contracts/8UyPPuuRZVq#disciplinary-procedures", "label": "Labor Agreement", "score": 29.3034572601, "published": true}, {"hash": "hj1bV3hUknK", "uri": "/contracts/hj1bV3hUknK#disciplinary-procedures", "label": "Labor Agreement", "score": 26.2906246185, "published": true}, {"hash": "fRURV3WhorZ", "uri": "/contracts/fRURV3WhorZ#disciplinary-procedures", "label": "Labor Agreement", "score": 24.9657402039, "published": true}], "snippet_links": [{"key": "the-immediate-supervisor", "type": "clause", "offset": [65, 89]}, {"key": "the-supervisor", "type": "definition", "offset": [113, 127]}, {"key": "verbal-reprimand", "type": "clause", "offset": [153, 169]}, {"key": "written-reprimands", "type": "definition", "offset": [171, 189]}, {"key": "issued-by", "type": "clause", "offset": [197, 206]}, {"key": "and-higher", "type": "clause", "offset": [232, 242]}, {"key": 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"offset": [1671, 1682]}, {"key": "time-period", "type": "clause", "offset": [1694, 1705]}, {"key": "in-the-event", "type": "clause", "offset": [1841, 1853]}, {"key": "employee-becomes", "type": "definition", "offset": [1870, 1886]}, {"key": "the-offer", "type": "clause", "offset": [2105, 2114]}, {"key": "right-to-have", "type": "clause", "offset": [2163, 2176]}, {"key": "action-against", "type": "clause", "offset": [2192, 2206]}, {"key": "for-just-cause", "type": "definition", "offset": [2224, 2238]}, {"key": "of-discipline", "type": "clause", "offset": [2252, 2265]}, {"key": "an-appeal", "type": "clause", "offset": [2336, 2345]}, {"key": "the-grievance-procedure", "type": "clause", "offset": [2366, 2389]}, {"key": "civil-service-commission", "type": "definition", "offset": [2446, 2470]}, {"key": "appeals-procedure", "type": "definition", "offset": [2499, 2516]}, {"key": "final-and-binding", "type": "clause", "offset": [2526, 2543]}, {"key": "all-parties", "type": "definition", "offset": [2547, 2558]}, {"key": "the-employee-must", "type": "clause", "offset": [2560, 2577]}, {"key": "calendar-days", "type": "definition", "offset": [2618, 2631]}, {"key": "null-and-void", "type": "definition", "offset": [2690, 2703]}, {"key": "choose-one", "type": "clause", "offset": [2773, 2783]}, {"key": "any-employee", "type": "clause", "offset": [2883, 2895]}, {"key": "to-file", "type": "definition", "offset": [2903, 2910]}, {"key": "written-demand", "type": "definition", "offset": [2913, 2927]}, {"key": "applicable-procedures", "type": "definition", "offset": [3090, 3111]}, {"key": "contained-in", "type": "definition", "offset": [3115, 3127]}, {"key": "rules-and-regulations", "type": "clause", "offset": [3132, 3153]}, {"key": "the-provisions-of-the", "type": "clause", "offset": [3273, 3294]}, {"key": "probationary-employees", "type": "definition", "offset": [3433, 3455]}, {"key": "employees-may", "type": "clause", "offset": [3462, 3475]}, {"key": "without-cause", "type": "definition", "offset": [3490, 3503]}], "hash": "3f53d23a9f93f1c1806dfe1434a8ddcb", "id": 3}, {"size": 20, "snippet": "Please describe your disciplinary procedures in the event of a security breach involving Client Data.", "samples": [{"hash": "eeYm4obOFsv", "uri": "/contracts/eeYm4obOFsv#disciplinary-procedures", "label": "Framework Agreement", "score": 26.3032169342, "published": true}, {"hash": "bHmEzbM45Or", "uri": "/contracts/bHmEzbM45Or#disciplinary-procedures", "label": "Forensic Analysis Services Agreement", "score": 24.4154682159, "published": true}, {"hash": "yoiqoYrLOu", "uri": "/contracts/yoiqoYrLOu#disciplinary-procedures", "label": "E Recruitment Services", "score": 24.4017791748, "published": true}], "snippet_links": [{"key": "please-describe", "type": "clause", "offset": [0, 15]}, {"key": "in-the-event-of-a", "type": "clause", "offset": [45, 62]}, {"key": "security-breach", "type": "definition", "offset": [63, 78]}, {"key": "client-data", "type": "definition", "offset": [89, 100]}], "hash": "d7e8d459ecdf48192a441796e8227f4d", "id": 4}, {"size": 40, "snippet": "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.", "samples": [{"hash": "4xp0uxznLEj", "uri": "/contracts/4xp0uxznLEj#disciplinary-procedures", "label": "National Agreement on Pay and Conditions of Service", "score": 35.327381134, "published": true}, {"hash": "4h9us6at1E7", "uri": "/contracts/4h9us6at1E7#disciplinary-procedures", "label": "National Agreement on Pay and Conditions of Service", "score": 34.9126091003, "published": true}, {"hash": "i9tpfdFxk1z", "uri": "/contracts/i9tpfdFxk1z#disciplinary-procedures", "label": "National Agreement on Pay and Conditions of Service", "score": 33.3099403381, "published": true}], "snippet_links": [{"key": "the-employing-authority", "type": "clause", "offset": [0, 23]}, {"key": "all-employees", "type": "definition", "offset": [43, 56]}, {"key": "disciplinary-rules-and-procedures", "type": "clause", "offset": [74, 107]}, {"key": "disciplinary-decision", "type": "definition", "offset": [212, 233]}, {"key": "legal-requirements", "type": "definition", "offset": [271, 289]}, {"key": "acas-code-of-practice", "type": "definition", "offset": [303, 324]}], "hash": "98dc3f193df4754038bef3427577ee1a", "id": 1}, {"size": 22, "snippet": "(a) The Head\u2019s discretion to withdraw your child\u2019s boarding place. In accordance with the Behaviour Management Policies, the Head may in his/her discretion withdraw the boarding place (either temporarily or permanently) if he/she considers that your child\u2019s attendance, progress or behaviour (including behaviour outside school) is unsatisfactory and in the reasonable opinion of the Head the removal is in the School\u2019s best interests or those of your child or other children.\n(b) The Head may in his or her discretion require you to remove your child from the boarding facilities if the Head considers that:\n(i) your behaviour or conduct (or the behaviour or conduct of one of you or your child): is unreasonable; and/or adversely affects (or is likely to adversely affect) your child's or other children's wellbeing at the School, or the wellbeing of School staff; and/or brings (or is likely to bring) the School into disrepute; and/or is not in accordance with your obligations under this contract; or because we have a legal right to end the contract because of something you have done;\n(ii) your child\u2019s attendance is unsatisfactory and, in the reasonable opinion of the Head , the removal is in the School\u2019s best interests and/or those of your child or other children.\n(c) We shall monitor your child's wellbeing within the boarding community and we shall advise you if we have any concerns. You may be asked to withdraw your child without being charged in lieu of notice if in the opinion of the Head the School cannot provide adequately for your child's particular needs.\n(d) What happens if your child\u2019s boarding place is withdrawn. Should the Head exercise his/her right under sub- clause 7(a) or 7(b) above you will not be entitled to any refund or remission of charges or supplemental charges due (whether paid or payable) and the deposit will be forfeited. When the deposit is forfeited the School will retain it. However, in such circumstances charges in lieu of notice will not be payable and any prepaid charges and/or supplemental charges will be refunded.\n(e) The Behaviour Management Policies set out examples of offences likely to be punishable by the withdrawal of boarding facilities. These examples are not exhaustive, and the Head may decide that withdrawal of boarding facilities for a lesser offence is justified where there has been previous misbehaviour. All aspects of the pupil\u2019s record at the School may be taken into account.\n(f) The School will act in a way which is fair in all the circumstances when taking decisions under this Clause 7.\n(g) Any review of serious disciplinary matters or decisions taken by the School and/or Head under this Clause 7 shall be governed by the Complaints Procedure.", "samples": [{"hash": "9GiMxgd5S0M", "uri": "/contracts/9GiMxgd5S0M#disciplinary-procedures", "label": "Parent Contract for Boarding Facilities", "score": 35.4011383057, "published": true}, {"hash": "5Lk1SMlgn7d", "uri": "/contracts/5Lk1SMlgn7d#disciplinary-procedures", "label": "Parent Contract for Boarding", "score": 27.0150585175, "published": true}, {"hash": "lSdduR9UBKz", "uri": "/contracts/lSdduR9UBKz#disciplinary-procedures", "label": "Boarding Agreement", "score": 24.1129360199, "published": true}], "snippet_links": [{"key": "the-head", "type": "clause", "offset": [4, 12]}, {"key": "your-child", "type": "definition", "offset": [38, 48]}, {"key": "in-accordance-with", "type": "clause", "offset": [67, 85]}, {"key": "behaviour-management-policies", "type": "definition", "offset": [90, 119]}, {"key": "best-interests", "type": "clause", "offset": [420, 434]}, {"key": "other-children", "type": "clause", "offset": [461, 475]}, {"key": "your-behaviour", "type": "clause", "offset": [613, 627]}, {"key": "conduct-of", "type": "clause", "offset": [660, 670]}, {"key": "adversely-affects", "type": "definition", "offset": [722, 739]}, {"key": "is-likely", "type": "definition", "offset": [744, 753]}, {"key": "school-staff", "type": "clause", "offset": [853, 865]}, {"key": "your-obligations", "type": "clause", "offset": [965, 981]}, {"key": "under-this-contract", "type": "clause", "offset": [982, 1001]}, {"key": "right-to-end", "type": "clause", "offset": [1030, 1042]}, {"key": "the-contract", "type": "definition", "offset": [1043, 1055]}, {"key": "in-lieu-of", "type": "clause", "offset": [1461, 1471]}, {"key": "what-happens", "type": "clause", "offset": [1585, 1597]}, {"key": "clause-7", "type": "definition", "offset": [1693, 1701]}, {"key": "supplemental-charges", "type": "definition", "offset": [1785, 1805]}, {"key": "the-deposit", "type": "clause", "offset": [1840, 1851]}, {"key": "the-school-will", "type": "clause", "offset": [1901, 1916]}, {"key": "prepaid-charges", "type": "clause", "offset": [2013, 2028]}, {"key": "set-out", "type": "definition", "offset": [2113, 2120]}, {"key": "examples-of", "type": "clause", "offset": [2121, 2132]}, {"key": "withdrawal-of", "type": "clause", "offset": [2173, 2186]}, {"key": "the-pupil", "type": "definition", "offset": [2399, 2408]}, {"key": "this-clause", "type": "clause", "offset": [2559, 2570]}, {"key": "review-of", "type": "clause", "offset": [2582, 2591]}, {"key": "disciplinary-matters", "type": "clause", "offset": [2600, 2620]}, {"key": "by-the-school", "type": "clause", "offset": [2640, 2653]}, {"key": "the-complaints-procedure", "type": "clause", "offset": [2707, 2731]}], "hash": "881fc6f394cea42722724ff6a7e540e7", "id": 2}, {"size": 20, "snippet": "16.1 The Employer shall have the right to impose disciplinary actions on employees for just cause.\n16.2 Disciplinary actions by the Employer shall include only the following actions:", "samples": [{"hash": "7DkCtpqdiRa", "uri": "/contracts/7DkCtpqdiRa#disciplinary-procedures", "label": "Labor Agreement", "score": 29.0598258972, "published": true}, {"hash": "3i58lcxT5j3", "uri": "/contracts/3i58lcxT5j3#disciplinary-procedures", "label": "Maintenance Labor Agreement", "score": 25.2737846375, "published": true}, {"hash": "ddhHA231evH", "uri": "/contracts/ddhHA231evH#disciplinary-procedures", "label": "Maintenance Labor Agreement", "score": 24.9370288849, "published": true}], "snippet_links": [{"key": "the-employer-shall", "type": "clause", "offset": [5, 23]}, {"key": "right-to", "type": "clause", "offset": [33, 41]}, {"key": "disciplinary-actions", "type": "definition", "offset": [49, 69]}, {"key": "for-just-cause", "type": "definition", "offset": [83, 97]}, {"key": "by-the-employer", "type": "clause", "offset": [125, 140]}], "hash": "421f11a86ade9c91e04ad859d3397c1c", "id": 5}, {"size": 18, "snippet": "36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association\u2019s activities.\n36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.\n36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher\u2019s employment status except when it has a legally relevant connection to the teacher\u2019s employment.\n36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal\u2019s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.\n36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.\n36-6 An employee\u2019s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.\n36-7 The employee\u2019s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher\u2019s representative from fully and properly representing the teacher.\n36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.\n36-8-1 The teacher or the teacher\u2019s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent\u2019s designee prior to submission to final and binding arbitration. The superintendent\u2019s designee shall hear the matter within five", "samples": [{"hash": "c28mxyGgUpy", "uri": "/contracts/c28mxyGgUpy#disciplinary-procedures", "label": "Negotiated Agreement", "score": 27.3390369415, "published": true}, {"hash": "bLOiqIT0X5F", "uri": "/contracts/bLOiqIT0X5F#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 26.6719799042, "published": true}, {"hash": "fD5Q8y2bxJJ", "uri": "/contracts/fD5Q8y2bxJJ#disciplinary-procedures", "label": "Negotiated Agreement", "score": 23.1508655548, "published": true}], "snippet_links": [{"key": "the-association-will", "type": "clause", "offset": [30, 50]}, {"key": "discriminate-against", "type": "definition", "offset": [51, 71]}, {"key": "of-the-bargaining-unit", "type": "clause", "offset": [83, 105]}, {"key": "membership-in-the-association", "type": "clause", "offset": [135, 164]}, {"key": "policies-and-regulations", "type": "clause", "offset": [260, 284]}, {"key": "the-school-district", "type": "definition", "offset": [288, 307]}, {"key": "employee-activities", "type": "clause", "offset": [318, 337]}, {"key": "personal-life", "type": "clause", "offset": [426, 439]}, {"key": "a-teacher", "type": "clause", "offset": [443, 452]}, {"key": "an-appropriate", "type": "clause", "offset": [460, 474]}, {"key": "of-the-district", "type": "clause", "offset": [483, 498]}, {"key": "the-teacher", "type": "definition", "offset": [532, 543]}, {"key": "employment-status", "type": "definition", "offset": [546, 563]}, {"key": "an-employee", "type": "clause", "offset": [647, 658]}, {"key": "investigatory-interview", "type": "clause", "offset": [679, 702]}, {"key": "an-association-representative", "type": "clause", "offset": [718, 747]}, {"key": "reasonable-notice", "type": "definition", "offset": [778, 795]}, {"key": "the-day", "type": "definition", "offset": [854, 861]}, {"key": "prior-to-the", "type": "clause", "offset": [862, 874]}, {"key": "all-notices", "type": "definition", "offset": [970, 981]}, {"key": "the-principal", "type": "definition", "offset": [985, 998]}, {"key": "the-conference", "type": "clause", "offset": [1073, 1087]}, {"key": "written-prior-notice", "type": "definition", "offset": [1093, 1113]}, {"key": "investigatory-meeting", "type": "clause", "offset": [1117, 1138]}, {"key": "separate-document", "type": "clause", "offset": [1163, 1180]}, {"key": "the-interest", "type": "clause", "offset": [1271, 1283]}, {"key": "participating-in", "type": "definition", "offset": [1393, 1409]}, {"key": "right-to-representation", "type": "clause", "offset": [1506, 1529]}, {"key": "an-interview", "type": "clause", "offset": [1551, 1563]}, {"key": "supervising-administrator", "type": "definition", "offset": [1578, 1603]}, {"key": "the-employee", "type": "clause", "offset": [1644, 1656]}, {"key": "disciplinary-action", "type": "clause", "offset": [1662, 1681]}, {"key": "the-provisions-of", "type": "clause", "offset": [1702, 1719]}, {"key": "named-parties", "type": "definition", "offset": [1895, 1908]}, {"key": "by-the-administrator", "type": "clause", "offset": [1961, 1981]}, {"key": "the-facts", "type": "clause", "offset": [2127, 2136]}, {"key": "suspension-and-dismissal-procedures", "type": "clause", "offset": [2321, 2356]}, {"key": "the-parties-agree-that", "type": "clause", "offset": [2369, 2391]}, {"key": "the-decision-of-the-arbitrator", "type": "clause", "offset": [2392, 2422]}, {"key": "in-accordance-with", "type": "clause", "offset": [2484, 2502]}, {"key": "expedited-arbitration-procedures", "type": "clause", "offset": [2507, 2539]}, {"key": "article-4", "type": "definition", "offset": [2543, 2552]}, {"key": "this-agreement", "type": "clause", "offset": [2556, 2570]}, {"key": "notice-of-suspension-or-dismissal", "type": "clause", "offset": [2668, 2701]}, {"key": "final-and-binding-arbitration", "type": "clause", "offset": [2741, 2770]}, {"key": "the-superintendent", "type": "clause", "offset": [2805, 2823]}], "hash": "609a06a7d17df7d20aa17d6e8f941141", "id": 6}, {"size": 18, "snippet": "10.1. All employees shall be treated at all times in accordance with the principles of natural justice. These principles include:\n10.1.1. the right to a fair hearing including adequate notice of what is alleged and a reasonable opportunity to respond to allegations, and\n10.1.2. the right to an unbiased process of judgement.\n10.2. Where the employer has concerns about the work performance or conduct of an employee, other than an employee within the minimum employment period specified by the Fair Work Act, or a short term casual employee, the following disciplinary procedure will apply.\n10.3. The employee shall be advised of the alleged poor work performance or misconduct, that those concerns will be dealt with in accordance with these procedures, and that a possible outcome could be a disciplinary sanction such as termination of employment. The employee shall be provided with the opportunity to respond to any such allegations at a disciplinary meeting with the relevant supervisor. An employee subject to disciplinary proceedings may be assisted or represented in any disciplinary meeting by a support person of the employee's choice from the workplace, such as a colleague, or other nominated representative including a union representative.\n10.4. Nothing in this procedure shall restrict the employer\u2019s right to summarily dismiss an employee in circumstances that warrant summary dismissal.\n10.5. If the concerns are not adequately addressed at the initial disciplinary meeting,\n10.5.1. In case of poor performance a warning may be issued or\n10.5.2. in the case of misconduct there may be a warning or employment may be terminated with or without notice, depending on the level of seriousness of the misconduct and any mitigating factors.\n10.6. Where a warning is issued, the employer shall notify the employee of the reason for the warning and detail the standards of performance and/or conduct expected. In the case of unsatisfactory performance the employer will also set a timeframe for a review of performance, and will consider reasonable measures to assist the employee to meet the required performance standards, such as mentoring or training as appropriate. The warning shall also state the consequences of not meeting the required standards of performance and/or conduct, such as further disciplinary action which could include termination of employment.\n10.7. If the problem continues the matter will be discussed with the employee at a second disciplinary meeting.\n10.8. In the case of unsatisfactory performance, if the concerns are not resolved at the second meeting, a second warning in writing will be given to the employee. Termination of employment for unsatisfactory performance at this stage may only occur in cases where the unsatisfactory performance has particularly serious consequences, such as placing the viability of the employer at risk or posing a serious safety risk.\n10.9. In the case of misconduct, if the allegations of a recurrence of misconduct are not satisfactorily resolved at the second meeting, a second written warning may be given to the employee, or employment may be terminated, depending on the level of seriousness of the misconduct and any mitigating factors.\n10.10. If the problem continues the matter will be discussed with the employee at a further disciplinary meeting. If the concerns are not resolved, the outcome may be a further warning or termination of employment. Nothing in this procedure shall prevent the employer from conducting further disciplinary meetings where the particular circumstances require it.\n10.11. If after any warning a period of twelve months elapses without any further warning or action being required, all adverse reports relating to the warning must be removed from the employee's personnel file.", "samples": [{"hash": "eDCZUQAjW5A", "uri": "/contracts/eDCZUQAjW5A#disciplinary-procedures", "label": "Collective Agreement", "score": 29.5186882019, "published": true}, {"hash": "3df4rHP20jp", "uri": "/contracts/3df4rHP20jp#disciplinary-procedures", "label": "Neighbourhood Houses and Adult Community Education Centres Collective Agreement", "score": 24.7138938904, "published": true}, {"hash": "6zFTJQIa6ES", "uri": "/contracts/6zFTJQIa6ES#disciplinary-procedures", "label": "Collective Agreement", "score": 24.3032169342, "published": true}], "snippet_links": [{"key": "employees-shall", "type": "clause", "offset": [10, 25]}, {"key": "at-all-times", "type": "clause", "offset": [37, 49]}, {"key": "in-accordance-with", "type": "clause", "offset": [50, 68]}, {"key": "the-principles", "type": "clause", "offset": [69, 83]}, {"key": "natural-justice", "type": "definition", "offset": [87, 102]}, {"key": "right-to-a-fair-hearing", "type": "clause", "offset": [142, 165]}, {"key": "notice-of", "type": "clause", "offset": [185, 194]}, {"key": "respond-to", "type": "definition", "offset": [243, 253]}, {"key": "where-the-employer", "type": "clause", "offset": [332, 350]}, {"key": "work-performance", "type": "clause", "offset": [374, 390]}, {"key": "conduct-of", "type": "clause", "offset": [394, 404]}, {"key": "an-employee", "type": "clause", "offset": [405, 416]}, {"key": "minimum-employment-period", "type": "clause", "offset": [452, 477]}, {"key": "fair-work-act", "type": "definition", "offset": [495, 508]}, {"key": "casual-employee", "type": "definition", "offset": [526, 541]}, {"key": "disciplinary-procedure", "type": "definition", "offset": [557, 579]}, {"key": "the-employee-shall", "type": "clause", "offset": [598, 616]}, {"key": "be-advised", "type": "clause", "offset": [617, 627]}, {"key": "disciplinary-sanction", "type": "definition", "offset": [795, 816]}, {"key": "the-opportunity", "type": "clause", "offset": [888, 903]}, {"key": "relevant-supervisor", "type": "definition", "offset": [974, 993]}, {"key": "subject-to", "type": "definition", "offset": [1007, 1017]}, {"key": "disciplinary-proceedings", "type": "clause", "offset": [1018, 1042]}, {"key": "support-person", "type": "clause", "offset": [1107, 1121]}, {"key": "the-workplace", "type": "clause", "offset": [1152, 1165]}, {"key": "nominated-representative", "type": "definition", "offset": [1197, 1221]}, {"key": "union-representative", "type": "definition", "offset": [1234, 1254]}, {"key": "in-this-procedure", "type": "clause", "offset": [1270, 1287]}, {"key": "summary-dismissal", "type": "definition", "offset": [1387, 1404]}, {"key": "in-case-of", "type": "clause", "offset": [1502, 1512]}, {"key": "poor-performance", "type": "definition", "offset": [1513, 1529]}, {"key": "in-the-case", "type": "clause", "offset": [1565, 1576]}, {"key": "employment-may-be-terminated", "type": "clause", "offset": [1617, 1645]}, {"key": "without-notice", "type": "definition", "offset": [1654, 1668]}, {"key": "depending-on-the", "type": "clause", "offset": [1670, 1686]}, {"key": "mitigating-factors", "type": "definition", "offset": [1734, 1752]}, {"key": "the-employer-shall", "type": "clause", "offset": [1787, 1805]}, {"key": "notify-the", "type": "clause", "offset": [1806, 1816]}, {"key": "standards-of-performance", "type": "definition", "offset": [1871, 1895]}, {"key": "unsatisfactory-performance", "type": "definition", "offset": [1936, 1962]}, {"key": "the-employer-will", "type": "clause", "offset": [1963, 1980]}, {"key": "review-of-performance", "type": "clause", "offset": [2008, 2029]}, {"key": "assist-the", "type": "clause", "offset": [2072, 2082]}, {"key": "performance-standards", "type": "clause", "offset": [2113, 2134]}, {"key": "consequences-of", "type": "definition", "offset": [2215, 2230]}, {"key": "required-standards", "type": "definition", "offset": [2247, 2265]}, {"key": "disciplinary-action", "type": "clause", "offset": [2313, 2332]}, {"key": "the-problem", "type": "clause", "offset": [2389, 2400]}, {"key": "second-meeting", "type": "clause", "offset": [2581, 2595]}, {"key": "second-warning", "type": "clause", "offset": [2599, 2613]}, {"key": "in-writing", "type": "definition", "offset": [2614, 2624]}, {"key": "will-be-given", "type": "clause", "offset": [2625, 2638]}, {"key": "to-the-employee", "type": "clause", "offset": [2639, 2654]}, {"key": "termination-of-employment-for", "type": "clause", "offset": [2656, 2685]}, {"key": "at-risk", "type": "definition", "offset": [2873, 2880]}, {"key": "serious-safety-risk", "type": "definition", "offset": [2893, 2912]}, {"key": "second-written-warning", "type": "clause", "offset": [3053, 3075]}, {"key": "disciplinary-meetings", "type": "clause", "offset": [3515, 3536]}, {"key": "period-of", "type": "definition", "offset": [3614, 3623]}, {"key": "twelve-months", "type": "definition", "offset": [3624, 3637]}, {"key": "adverse-reports", "type": "clause", "offset": [3704, 3719]}, {"key": "relating-to", "type": "definition", "offset": [3720, 3731]}, {"key": "personnel-file", "type": "definition", "offset": [3780, 3794]}], "hash": "b94a39ed537d776ba8fa2c4779c513b8", "id": 7}, {"size": 15, "snippet": "26.1 The Corporation expects reasonable standards of performance and conduct from its employees. Details of the Corporation\u2019s Procedures can be found at [INSERT LOCATION] together with the Staff Code of Conduct.\n26.2 You may from time to time be required to participate in some capacity in a disciplinary procedure.", "samples": [{"hash": "3DCiBJY8tcz", "uri": "/contracts/3DCiBJY8tcz#disciplinary-procedures", "label": "National Contract of Employment for Business Support Salaried Part Year Staff", "score": 23.7372570038, "published": true}, {"hash": "lbPbsDnvanD", "uri": "/contracts/lbPbsDnvanD#disciplinary-procedures", "label": "National Contract of Employment for Lecturer Part Time Hourly Paid (Fixed Term)", "score": 23.736661911, "published": true}, {"hash": "fILh9fJngIq", "uri": "/contracts/fILh9fJngIq#disciplinary-procedures", "label": "National Contract of Employment", "score": 23.736661911, "published": true}], "snippet_links": [{"key": "standards-of-performance-and-conduct", "type": "clause", "offset": [40, 76]}, {"key": "of-the-corporation", "type": "clause", "offset": [105, 123]}, {"key": "staff-code-of-conduct", "type": "clause", "offset": [189, 210]}, {"key": "from-time-to-time", "type": "clause", "offset": [225, 242]}, {"key": "participate-in", "type": "definition", "offset": [258, 272]}, {"key": "disciplinary-procedure", "type": "definition", "offset": [292, 314]}], "hash": "5da5a0305a5e600b444e48319d4183da", "id": 8}, {"size": 15, "snippet": "\u200c\n28.1 Representation\u200c\nA. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available.\nB. Employees seeking representation are responsible for contacting their representative.\nC. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer\u2019s right to conduct the investigation.\n28.2 Discipline\u200c\nA. Employers will not discipline any permanent employee without just cause.\nB. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor\u2019s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee.\nC. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations.\nD. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure.\nE. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion.\nF. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer\u2019s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.", "samples": [{"hash": "f7jGLMJ2dmR", "uri": "/contracts/f7jGLMJ2dmR#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 29.3390369415, "published": true}, {"hash": "9BWixoSM0UG", "uri": "/contracts/9BWixoSM0UG#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 27.8082771301, "published": true}, {"hash": "eN1b2gYdsXP", "uri": "/contracts/eN1b2gYdsXP#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 24.1704311371, "published": true}], "snippet_links": [{"key": "upon-request", "type": "definition", "offset": [26, 38]}, {"key": "employee-has", "type": "clause", "offset": [43, 55]}, {"key": "the-right", "type": "clause", "offset": [56, 65]}, {"key": "union-representative", "type": "definition", "offset": [71, 91]}, {"key": "investigatory-interview", "type": "clause", "offset": [98, 121]}, {"key": "by-the-employer", "type": "clause", "offset": [129, 144]}, {"key": "reasonably-believes", "type": "definition", "offset": [162, 181]}, {"key": "not-reasonably-available", "type": "definition", "offset": [242, 266]}, {"key": "employee-will", "type": "clause", "offset": [272, 285]}, {"key": "employees-seeking", "type": "clause", "offset": [337, 354]}, {"key": "responsible-for", "type": "clause", "offset": [374, 389]}, {"key": "the-representative", "type": "clause", "offset": [438, 456]}, {"key": "provide-assistance", "type": "clause", "offset": [463, 481]}, {"key": "to-the-employee", "type": "clause", "offset": [494, 509]}, {"key": "the-investigator", "type": "clause", "offset": [548, 564]}, {"key": "exercise-of-rights", "type": "definition", "offset": [570, 588]}, {"key": "this-article", "type": "definition", "offset": [592, 604]}, {"key": "right-to-conduct", "type": "clause", "offset": [644, 660]}, {"key": "the-investigation", "type": "clause", "offset": [661, 678]}, {"key": "employee-without-just-cause", "type": "clause", "offset": [744, 771]}, {"key": "oral-and-written-reprimands", "type": "clause", "offset": [796, 823]}, {"key": "oral-reprimands", "type": "clause", "offset": [884, 899]}, {"key": "the-supervisor", "type": "definition", "offset": [984, 998]}, {"key": "in-accordance-with", "type": "clause", "offset": [1031, 1049]}, {"key": "reasonable-effort", "type": "definition", "offset": [1120, 1137]}, {"key": "investigatory-procedures", "type": "clause", "offset": [1216, 1240]}, {"key": "related-to", "type": "definition", "offset": [1241, 1251]}, {"key": "employee-misconduct", "type": "definition", "offset": [1260, 1279]}, {"key": "method-of", "type": "definition", "offset": [1345, 1354]}, {"key": "subject-to-the", "type": "definition", "offset": [1452, 1466]}, {"key": "step-2-of-the-grievance-procedure", "type": "clause", "offset": [1580, 1613]}, {"key": "the-employer-will-provide", "type": "clause", "offset": [1618, 1643]}, {"key": "calendar-days", "type": "definition", "offset": [1674, 1687]}, {"key": "written-notice", "type": "clause", "offset": [1688, 1702]}, {"key": "date-of", "type": "clause", "offset": [1726, 1733]}, {"key": "reduction-in-pay", "type": "definition", "offset": [1736, 1752]}, {"key": "payment-of-salary", "type": "clause", "offset": [2031, 2048]}, {"key": "scheduled-to-work", "type": "definition", "offset": [2097, 2114]}, {"key": "the-employer-may", "type": "clause", "offset": [2171, 2187]}, {"key": "in-lieu-of", "type": "clause", "offset": [2234, 2244]}, {"key": "employment-of-the-employee", "type": "clause", "offset": [2338, 2364]}, {"key": "during-the-notice-period", "type": "clause", "offset": [2365, 2389]}, {"key": "the-college", "type": "definition", "offset": [2419, 2430]}], "hash": "622074ca6162f2d7d4d34c3b036392f8", "id": 9}, {"size": 15, "snippet": "A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 27 of this Agreement and the Civil Services and Personnel Rules and Regulations.\nB. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs.\nC. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated.\nD. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an Employee Assistance Program or a drug or alcohol rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance, or by a positive test result on a confirmation test while participating in or after completion of the program.\nE. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an Employee Assistance Program or a drug or alcohol rehabilitation program.\nF. Employees participating in an Employee Assistance Program or a drug or alcohol rehabilitation program may be considered as being in a temporary limited duty status.\nG. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug related problem if the employee has not previously tested positive for drug use, entered an Employee Assistance Program for drug related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the agreement as a means of protection from disciplinary action.", "samples": [{"hash": "luuqRhWVB2d", "uri": "/contracts/luuqRhWVB2d#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 35.4202766418, "published": true}, {"hash": "952FEbINIeG", "uri": "/contracts/952FEbINIeG#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 35.4189796448, "published": true}, {"hash": "5Jdp4UAnmHf", "uri": "/contracts/5Jdp4UAnmHf#disciplinary-procedures", "label": "Collective Bargaining Agreement", "score": 26.9123878479, "published": true}], "snippet_links": [{"key": "any-employee", "type": "clause", "offset": [3, 15]}, {"key": "submit-to", "type": "clause", "offset": [31, 40]}, {"key": "disciplinary-action", "type": "clause", "offset": [123, 142]}, {"key": "grievance-procedures", "type": "clause", "offset": [187, 207]}, {"key": "this-agreement", "type": "clause", "offset": [243, 257]}, {"key": "personnel-rules-and-regulations", "type": "definition", "offset": [285, 316]}, {"key": "the-employee", "type": "clause", "offset": [321, 333]}, {"key": "results-of-the", "type": "clause", "offset": [396, 410]}, {"key": "confirmation-test", "type": "clause", "offset": [411, 428]}, {"key": "illegal-drugs", "type": "clause", "offset": [444, 457]}, {"key": "suspension-of-an-employee", "type": "clause", "offset": [538, 563]}, {"key": "termination-proceedings", "type": "definition", "offset": [589, 612]}, {"key": "drug-problem", "type": "definition", "offset": [701, 713]}, {"key": "nature-of-the-problem", "type": "clause", "offset": [849, 870]}, {"key": "the-employer-may", "type": "clause", "offset": [927, 943]}, {"key": "discipline-or-discharge", "type": "clause", "offset": [944, 967]}, {"key": "an-employee-on", "type": "clause", "offset": [968, 982]}, {"key": "basis-of", "type": "clause", "offset": [992, 1000]}, {"key": "first-positive", "type": "clause", "offset": [1016, 1030]}, {"key": "confirmed-drug-test", "type": "definition", "offset": [1031, 1050]}, {"key": "employee-has", "type": "clause", "offset": [1060, 1072]}, {"key": "participate-in", "type": "definition", "offset": [1091, 1105]}, {"key": "an-employee-assistance-program", "type": "clause", "offset": [1106, 1136]}, {"key": "drug-or-alcohol-rehabilitation-program", "type": "definition", "offset": [1142, 1180]}, {"key": "withdrawal-from-the-program", "type": "clause", "offset": [1198, 1225]}, {"key": "positive-test-result", "type": "definition", "offset": [1324, 1344]}, {"key": "participating-in", "type": "definition", "offset": [1374, 1390]}, {"key": "completion-of-the-program", "type": "clause", "offset": [1400, 1425]}, {"key": "the-employer-shall", "type": "clause", "offset": [1430, 1448]}, {"key": "consent-form", "type": "clause", "offset": [1553, 1565]}, {"key": "information-regarding", "type": "clause", "offset": [1598, 1619]}, {"key": "successful-completion", "type": "clause", "offset": [1637, 1658]}, {"key": "duty-status", "type": "definition", "offset": [1893, 1904]}, {"key": "discharge-or-discipline", "type": "clause", "offset": [1932, 1955]}, {"key": "employ-of", "type": "clause", "offset": [2027, 2036]}, {"key": "drug-use", "type": "definition", "offset": [2133, 2141]}, {"key": "drug-rehabilitation-program", "type": "definition", "offset": [2222, 2249]}, {"key": "illicit-drugs", "type": "clause", "offset": [2322, 2335]}, {"key": "employees-who", "type": "clause", "offset": [2350, 2363]}, {"key": "the-agreement", "type": "clause", "offset": [2408, 2421]}, {"key": "protection-from", "type": "clause", "offset": [2436, 2451]}], "hash": "88444051d6099d66e6c269a1af53f199", "id": 10}], "next_curs": "CmASWmoVc35sYXdpbnNpZGVyY29udHJhY3RzcjwLEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2IiBkaXNjaXBsaW5hcnktcHJvY2VkdXJlcyMwMDAwMDAwYQyiAQJlbhgAIAA=", "clause": {"size": 1602, "title": "Disciplinary Procedures", "children": [["", ""], ["suspension", "Suspension"], ["progressive-discipline", "Progressive Discipline"], ["investigation", "Investigation"], ["application", "Application"]], "parents": [["disciplinary-procedures", "Disciplinary Procedures"], ["arbitration", "Arbitration"], ["general-provisions", "General Provisions"], ["miscellaneous", "Miscellaneous"], ["disciplinary-and-grievance-procedure", "Disciplinary and Grievance Procedure"]], "id": "disciplinary-procedures", "related": [["disciplinary-procedure", "Disciplinary Procedure", "Disciplinary Procedure"], ["disciplinary-process", "Disciplinary Process", "Disciplinary Process"], ["disciplinary-and-grievance-procedures", "DISCIPLINARY AND GRIEVANCE PROCEDURES", "DISCIPLINARY AND GRIEVANCE PROCEDURES"], ["discipline-procedures", "DISCIPLINE PROCEDURES", "DISCIPLINE PROCEDURES"], ["grievance-procedures", "Grievance Procedures", "Grievance Procedures"]], "related_snippets": [], "updated": "2026-02-26T05:44:22+00:00"}, "json": true, "cursor": ""}}