Common use of Discipline Steps Clause in Contracts

Discipline Steps. With the exception of offenses or performance problems requiring more stringent or immediate action, employees shall be disciplined as follows: 1. First-time offenders shall generally be counseled and given a verbal warning. A verbal warning shall be documented. 2. Should the misconduct continue, a written warning will be issued the employee and placed in his or her personnel file, along with notification that further misconduct could be grounds for more severe disciplinary action. The written warning shall be signed and dated by the employee. If the employee refuses to sign the warning, another supervisor should be immediately brought in and asked to witness that the employee has seen, but refuses to sign, the warning. 3. If, after 1 and 2, the employee still persists in the conduct giving rise to the disciplinary action, the District may take whatever action it deems appropriate up to and including discharge. The District reserves the right to deviate from this policy when the circumstances warrant such a deviation. Immediate termination for one (1) offense may therefore occur where it is deemed appropriate in the District’s sole discretion. Progressive discipline is not applicable to staff reductions and layoffs.

Discipline Steps. With the exception of offenses or performance problems requiring more stringent or immediate action, employees shall be disciplined as follows: 1. First-time offenders shall generally be counseled and given a verbal warning. A verbal warning shall be documented. 2. Should the misconduct continue, a written warning will be issued the employee and placed in his or her personnel file, along with notification that further misconduct could be grounds for more severe disciplinary action. The written warning shall be signed and dated by the employee. If the employee refuses to sign the warning, another supervisor should be immediately brought in and asked to witness that the employee has seen, but refuses to sign, the warning. 3. If, after 1 and 2, the employee still persists in the conduct giving rise to the disciplinary action, the District may take whatever action it deems appropriate up to and including discharge. The District reserves the right to deviate from this policy when the circumstances warrant such a deviation. Immediate termination for one (1) offense may therefore occur where it is deemed appropriate in the District’s sole discretion. Progressive discipline is not applicable to staff reductions and layoffs.