Discipline/Corrective Action. 1. Investigatory Meetings under the Xxxxxxxxxx rule. A nurse has the right to request a representative of the Association be present for an interview by the Medical Center as part of an investigation that might lead to discipline.
Discipline/Corrective Action. No employee shall, by reason of his employment, be deprived of any rights or freedoms, which are afforded to other citizens of the United States by the State and Federal Constitutions and Washington law. No employee shall be compelled by the City to give self-incriminating information, either verbal or written, during any criminal investigation when such investigation involves allegations against the employee nor in any internal investigation which could lead to a criminal charge against the employee. Any refusal by an employee to give self- incriminating information under these conditions will not result in the employee’s termination, suspension, reprimand, transfer, or any other form of disciplinary action by the City. The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: • oral reprimands, which will be documented; • written reprimands; • disciplinary transfer; • suspension with or without pay; • demotion; or • discharge. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline. Employees shall have the right to provide a written response to any written disciplinary action to be included in the personnel file, which, together with the action, will be retained in the personnel file, for so long as the disciplinary action is retained. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Guild in writing withi...
Discipline/Corrective Action. 24 1. Investigatory Meetings under the Xxxxxxxxxx rule. A Registered nurse has 25 the right to request a representative of the Association be present for an 26 interview by the Medical Center as part of an investigation that might lead 27 to discipline.
Discipline/Corrective Action. With the exception of probationary employees who may be terminated at the discretion of the appointing authority at any time, no regular or non-regular employee shall be terminated except for just cause. The parties recognize that, generally, just cause requires progressive discipline. Progressive discipline may include: A. oral warnings, (documented);
Discipline/Corrective Action. The City agrees that an employee shall be disciplined, including suspension and discharge, only for just cause. The City agrees to follow the principles of progressive discipline. Disciplinary action generally includes the following progressive steps:
Discipline/Corrective Action. The Medical Center shall have the right to suspend, discharge and discipline give corrective action to nurses for proper just cause. Corrective action may include verbal warning, written warning, suspension without pay, or discharge. These forms of discipline corrective action will generally be used progressively, but the Medical Center may bypass one (1) or more of these disciplinary steps depending on the nature and the severity of the incident, and the time period between corrective actions, using the principles of just cause.
Discipline/Corrective Action. The district will take prompt and equitable corrective measures within its authority on findings of harassment, intimidation or bullying. Depending on the severity of the conduct, corrective measures may include counseling, education, discipline, and/or referral to law enforcement.
Discipline/Corrective Action. Any discipline, demotion, or discharge of a regular employee shall be based upon just cause. Progressive discipline and/or corrective action may include: oral warnings, which will be identified as such by the City and documented; written reprimands, which may also include work performance improvement or corrective action plan for poor work performance or misconduct; suspension without pay; demotion; or
Discipline/Corrective Action. The Administration of the Police Department shall adopt reasonable rules and regulations for the conduct of its employees. It is agreed that the Police Department has the right to discipline, demote or discharge employees for just cause.
Discipline/Corrective Action
