Discipline Clause Clause Samples

A Discipline Clause sets out the rules and procedures for addressing employee misconduct or breaches of company policy. It typically outlines the steps an employer may take, such as verbal or written warnings, suspension, or termination, depending on the severity and frequency of the infraction. This clause ensures that both employers and employees understand the consequences of inappropriate behavior, promoting a fair and consistent approach to workplace discipline and helping to maintain order and professionalism.
Discipline Clause. A. No teacher shall be disciplined or reduced in compensation without just cause. Discipline shall include a verbal or written reprimand. B. Each meeting called for disciplinary purposes shall be held in private. Prior to or at such meeting the administrator shall first inquire as to whether the teacher desires FEDERATION representation, and if s/he does, no action shall be taken until such representative is present. C. The BOARD agrees that this provision shall be enforced in a method and manner which is fair, reasonable, and appropriate, taking into consideration the surrounding circumstances which exist at the time.
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Discipline Clause. Under Penalties for Absenteeism 12.02 of the Collective Agreement.
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Discipline Clause. Under Penalties for Absenteeism 13.02 of the Collective Agreement. Second Offence - Instruction and 3 day lay off. Two (2) 12-hour shifts shall be equivalent to three (3) eight (8) hour shifts.
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Related to Discipline Clause

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Right to Refuse Dangerous Work An employee shall have the right to refuse to work in dangerous situations.