Guidelines for Disciplinary Action Sample Clauses

Guidelines for Disciplinary Action. The following guidelines shall be recognized in the discipline and/or dismissal of unit members:
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Guidelines for Disciplinary Action. 14.3.1 The following examples of reasons for which a unit member may be disciplined are divided into two (2) groups. Those reasons listed in Group 1 are examples of potentially remedial work behaviors which result in less than satisfactory employee performance. Any unit member exhibiting one
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Guidelines for Disciplinary Action. The following examples of reasons for which a unit member may be disciplined are divided into two groups. Those reasons listed in Group 1 are examples of potentially remedial work behaviors which result in less than satisfactory employee performance. Any unit member exhibiting one or more behaviors of this type may be disciplined and encouraged to improve her/his performance so as to eliminate the risk of more severe discipline action. The offenses listed in Group 2 are examples of very serious offenses which could warrant very severe disciplinary action. The following examples are guidelines only and are not intended to cover every type of offense for which an employee may be disciplined. The examples of discipline are examples only and do not in any way limit the authority of the District to discipline an employee. Revised 1988/89 Examples of Group I Reasons Examples of Discipline for Proven Offenses 1st 2nd 3rd Unauthorized lateness to work Reprimand Reprimand to Suspension Suspension to Termination Unauthorized absences Reprimand Reprimand to Short Suspension Reprimand to Termination Abuse of Sick Leave (including Personal Necessity) Reprimand Reprimand to Suspension Suspension to Termination Failure to observe precautions for personal safety, posted rules, signs, written or oral safety instructions, or to use protective clothing or equipment Reprimand to Short Suspension Reprimand to Termination Suspension to Termination Examples of Group II Reasons Failure to perform regular or other assigned duties Conviction of any criminal act involving moral turpitude Disorderly or immoral conduct while in a paid status Violation of any lawful order by supervisor These offenses are very Insubordination serious and, depending on Incompetency or inefficiency in performance of duties the circumstances, may Intoxication while on duty warrant severe discipline Use of narcotics or drugs illegally up to and including Damage to or waste of District property or supplies due to negligence or willful acts, or conversion of public property dismissal. Violation of any of the District’s regulations regarding duties, conduct, or performance of a classified employee Willful conduct tending to injure the public service Sexual harassment Failure to report to duty for three (3) consecutive days without District approval Failure to return from a leave of absence within five (5) working days after the expiration of an authorized leave. Amended 2017/18 14.4 Procedure for Informally Di...
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Related to Guidelines for Disciplinary Action

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

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