Level of Discipline. Discipline will normally be applied in a corrective, progressive, and uniform manner. Progressive discipline shall take into account the nature of the violation, the employee’s record of discipline, and the employee’s work record. The progression, where appropriate, may include an oral reprimand, a written reprimand, and a suspension for the same or related minor offenses prior to dismissal. In those instances where more severe discipline is warranted, the Employer may discipline the member according to the severity of the incident, up to and including termination/discharge.
Level of Discipline. 7.1 The levels of discipline outlined in the disciplinary procedure may or may not be administered in a sequential manner depending upon the situation.
Level of Discipline. The District has the discretion to determine the appropriate level of discipline in the circumstances involved. The District is not obligated to follow any particular level or order of discipline. The severity of any action taken should be proportionate to and commensurate with the cause and should also take into account prior disciplinary history, if any. In appropriate circumstances, the District may suspend or terminate an employee without first providing lower levels of discipline.
Level of Discipline. One of the most difficult areas of discipline is the determination of the level or type of discipline to be issued for a particular offense. The Postal Service generally does not subscribe to a table of penalties for particular offenses. Rather, certain factors should be considered in assessing discipline and disciplinary action should be tailored to the particular circumstances. Items for consideration in assessing discipline include, but are not limited to: • The nature and seriousness of the offense. • The past record of the employee and/or other efforts to correct the employ- ee’s misconduct. • The circumstances surrounding the particular incident. • The level of discipline normally issued for similar offenses under similar cir- cumstances in the same installation. • The employee’s length of service. • The effect of the offense on the employee’s ability to perform at a satisfac- tory level. • The effect of the offense on the operation of the employee’s work unit; for example, whether the offense made coverage at the overtime rate neces- sary, whether mail was delayed, etc. Remember, the collective bargaining agreements provide that discipline be corrective in nature rather than punitive.
Level of Discipline. Discipline will normally be applied in a corrective, progressive, and uniform manner. Progressive discipline shall take into account the nature of the violation, the employee’s record of discipline, and the employee’s work record, and shall include verbal, written reprimand, suspension, and termination. The progression, where appropriate, may include an oral reprimand, a written reprimand, and a suspension for the same or related minor offenses prior to dismissal. In those instances where more severe discipline is warranted, the Employer may discipline the member according to the severity of the incident, up to and including termination/discharge.
