Discipline. Disciplinary grievances will be initiated at the level at which the disputed action was taken.
Discipline. Section 13.1 The City reserves the right to discipline or discharge any non-probationary Employee for just cause. Any such discipline or discharge shall be subject to the Grievance or Appeals Procedure, as applicable. In the administration of this Article, all discipline shall be reasonably expedient, progressive in nature, based upon the circumstances of the offense and the Employee’s performance record, and be corrective rather than punitive (except in the case of termination). This principle shall not apply to deliberate or serious offenses which may lead to an immediate demotion or discharge. Pursuant to Tulsa’s Charter and Civil Service rules, probationary Employees have no due process or property rights in their positions until after completing the initial probationary period, which shall mean probationary Employees cannot file disciplinary related grievances or be the subject of such grievances.
Section 13.2 The City and Union agree Employees shall be treated as consistently as possible as concerns the application of discipline and/or other actions regarding work rules as found within Appendix B Work Rules for Personal Conduct. This shall not preclude the rights of individual departments and managers to set forth specific rules or manners of operating their work areas which are related to the provision of specific services and the mission of their work sections.
Section 13.3 If it is necessary to interview an Employee to discover information as part of an investigation, and the Employee has a reasonable belief that the interview may result in disciplinary action against him or her, the Employee has the right, upon request, to have a Union representative present. Management is not required to inform the employee of his/her witness rights; it is the Employee’s responsibility to know and request Union representation. The Union representative shall be told the purpose of the meeting and be given reasonable time to confer with the Employee before the meeting. Employees have the right to not participate in such a meeting if management denies union representation and continues to question the Employee.
Section 13.4 For minor offenses by an Employee, management has a responsibility to discuss such matter with the employee. Counseling of this type shall be held in private between the Employee and the supervisor. Counseling is not considered discipline and is not subject to the Grievance Procedure. A written Employee Counseling Record may be completed to docu...
Discipline. 13.1 The school has absolute discretion to determine when student conduct warrants disciplinary action to be taken. The school may apply disciplinary measures that it deems appropriate in accordance with the school’s policies and procedures, which may include: • withdrawal of privileges • detention at such times as the principal may deem appropriate • requiring the student to undertake additional school work during or after normal school hours • suspension • expulsion • such other consequences as the school considers reasonable and appropriate.
13.2 Any serious failure by the student to comply with the school’s policies and procedures may affect the student’s enrolment at the school. The student may be suspended from attending the school, their enrolment may be terminated and/or the school may charge or retain all or part of the fees, levies, or charges for that term.
Discipline. 10.1 The Employer will discipline employees for just cause only. Discipline will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
Discipline. The CONTRACTOR shall enforce strict discipline and good order among the CONTRACTOR’s and Subcontractor’s employees, and other persons carrying out the Contract. The CONTRACTOR shall not permit employment of unfit persons or persons not skilled in tasks assigned to them. As used in this subsection, “unfit” includes any person who the District concludes is improperly skilled for the task assigned to that person, who fails to comply with the requirements of this article, or who creates safety hazards which jeopardize other persons and/or property.
Discipline. The CONTRACTOR shall enforce strict discipline and good order among the CONTRACTOR’s and Subcontractor’s employees, and other persons carrying out the Contract. The CONTRACTOR shall not permit employment of unfit persons or persons not skilled in tasks assigned to them. As used in this subsection, “unfit” includes any person who the District concludes is improperly skilled for the task assigned to that person, who fails to comply with the requirements of this article, or who creates safety hazards which jeopardize other persons and/or property.
Discipline. 13.1 The School has absolute discretion to determine when student conduct warrants disciplinary action to be taken by the School and that the School may apply disciplinary measures that the School deems appropriate in accordance with the School’s Policies and Procedures, and which may include:
a) withdrawal of privileges;
b) detention at such times as the Principal may deem appropriate;
c) requiring the student to undertake additional school work during or after normal school hours;
d) suspension;
e) expulsion; and
f) such other consequences as the School considers reasonable and appropriate.
13.2 Any serious failure by the student to comply with the School’s Policies and Procedures may affect the student’s enrolment at the School, and that as a result, the student may be suspended from attending the School, their enrolment may be terminated and/or the School may charge or retain all or part of the fees, levies or charges for that term.
Discipline. Subject to the limitations of law, including but not limited to those of the FMLA, discipline may be imposed under the following conditions:
Discipline. The intern shall be subject to the applicable internal disciplinary and regulatory terms, of which he shall be made aware prior to the start of the internship, particularly in regard to schedules and to the health and safety regulations in effect at the host organization. Disciplinary sanctions may only be imposed by decision of the educational institution. In such case, the host organization shall inform the academic advisor and the institution of the non-compliance and shall provide any supporting evidence. In case of a particularly serious breach of discipline, the host organization reserves the right to terminate the internship, while respecting the provisions set forth in article 9 of this agreement.
Discipline. A. No bargaining unit employee shall be disciplined without just cause. Employee will be provided information on the specific allegation(s) in everyday language prior to disciplinary action. The employee may appeal disciplinary actions through the grievance procedure contained in this Agreement. Discharges and terminations may be appealed pursuant to state law. A bargaining unit employee may request Association representation at any meeting with the District that may lead to disciplinary action. The meeting shall not proceed without the Association representative if one has been requested. However, the unavailability of the Association representative shall not delay the meeting for more than forty-eight (48) hours. The District may have a witness or representative present. Disciplinary actions will be discussed in private with the employee and not in the presence of other employees, students, parents, members of the public, or at public gatherings. This does not prohibit the District from addressing concerns or conduct with the employee at the time of the incident.
B. The District may place an employee on administrative leave with pay during an investigation. The employee will be notified in writing that he/she is being placed on administrative leave with pay as soon as practicable. During administrative leave with pay the employee shall remain available and able to report to the District during the employee's normal duty hours. The employee will be notified in writing of the outcome of the investigation. Once the investigation is completed, if the District is contemplating disciplinary action, the employee will be given an opportunity to respond to the alleged charges.
C. The principles of progressive discipline will be utilized by the District. The severity and frequency of an employee's misconduct, infraction(s), violation(s), or job performance will determine the level of progressive discipline. The District promotes the three levels of written documentation regarding most misconduct, infraction(s), or violation(s): step one, a letter of Concern; step two, an Administrative Directive; and step three, a Letter of Reprimand. Written notification of possible disciplinary action will remain at the facility level, except for Letters of Reprimand, which will be sent to Human Resources to be filed in the employee's personnel file. Some instances of infractions may be cause for immediate reprimand, suspension, or termination/discharge due to the severity of th...
