Formal Discipline. Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:
Formal Discipline. Formal disciplinary actions shall be administered for just cause and include written reprimands, suspension without pay, reduction in salary, demotion to a lower job class, or dismissal.
Formal Discipline. Unless causes for disciplinary action results in the immediate notice of discipline to a unit member, or when a unit member’s conduct and/or performance continues to be unsatisfactory after the issuance of one or more verbal warnings, the unit member may be subject to the following disciplinary actions:
Formal Discipline a. Written Reprimand (Documented, kept in personnel file for up to three (3) years)
Formal Discipline. Formal Discipline is disciplinary action which results in a written record being placed in an employee's personnel file and will include the reason(s) for such action.
Formal Discipline a. Under the Positive Discipline Program, formal discipline occurs when an employee receives an oral reminder, written reminder, decision-making leave, or crisis suspension. Coaching and Counseling sessions are not considered formal discipline and, therefore, are generally not subject to the grievance procedure. Following a conversation between the employee and supervisor, the supervisor will consider all information provided during the conversation. Based on the discussion, the supervisor will determine the merits of the issues and, if appropriate, will write a letter to the employee summarizing the formal discipline. This letter will describe the specific problem, the date(s) of previous coaching/counseling and/or formal discipline, the infraction, which caused the formal discipline, the employee’s commitment and need to change his or her conduct or performance, and the further steps of formal discipline, which could follow if the problem is not solved. The letter shall also advise the employee of his or her right to Union representation and his or her right to respond to the formal discipline.
Formal Discipline. Forms of formal discipline include, but are not limited to: letter of reprimand, suspension, reduction in salary, demotion and termination. Discipline will normally be progressive, however any level of discipline may be imposed based on the totality of circumstances and just cause. The County may terminate, suspend, or reduce the pay of an employee for the following actions which do not require prior discipline: dishonesty, including theft, drinking, or being under the influence of intoxicants, when related to employment activity, use or sale of illegal drugs, gross insubordination, conviction of a felony, conviction of a misdemeanor related to work, obtaining leave or benefits under false pretense, deliberate or reckless destruction of the County property, gross misconduct or sexual misconduct in connection with work, or other similar conduct which reflects poorly on County employment.
Formal Discipline. According to the gravity of the transgression, formal discipline may be in the form of any one or combination of the following and will be based on just cause:
Formal Discipline documents in a Unit Member’s personnel file shall, upon written request by the Unit Member, be sealed, if during the three (3) year period following the incident in question, the Unit Member was not reprimanded for unacceptable conduct and has maintained consistent satisfactory job performance. This section shall not restrict the Employer from responding to lawfully-issued subpoenas, court orders or other disclosures mandated by law. Discipline documents shall not include formal performance evaluations placed in a Unit Member’s personnel file. ARTICLE 4 ASSOCIATION RIGHTS
Formal Discipline. When the District seeks to impose formal discipline (demotion, suspension, dismissal), notice of such discipline shall be made in writing and served in person or by registered or certified mail upon the employee. The notice shall indicate (1) the specific charges against the employee, including specific details of the chargeable action(s) or omission(s); (2) the proposed penalty; and (3) a statement of the employee's right to make use of the appeal and hearing procedure (Xxxxxx) to dispute charges or proposed penalty. The penalty proposed shall not be imposed until the employee has exhausted all rights under the appeal and hearing procedure. When necessary, an employee may be placed on administrative leave with pay by the District, pending the outcome of the appeal and hearing process. An employee shall not be suspended for a period of more than ten (10) work days without the prior approval of the Board of Trustees. Nothing in this provision shall be deemed to circumvent due process rights.
