Progression of Discipline, Serious Offenses Sample Clauses

Progression of Discipline, Serious Offenses. Except in instances in which an employee is charged with a serious offense, discipline will be applied in a progressive and corrective manner. Progressive discipline should take into account the nature of the violation, the employee’s record of discipline and the employee’s record of performance and conduct. Discipline may include the following, which shall be removed from the employee’s personnel file for purposes of consideration for progressive discipline, provided there are no intervening infractions, after the indicated periods of time.
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Progression of Discipline, Serious Offenses. Except in instances in which 2 an employee is charged with a serious offense, discipline will be applied in a progressive 3 and corrective manner. Progressive discipline should take into account the nature of the 4 violation, the employee’s record of discipline and the employee’s record of performance 5 and conduct. Discipline may include the following, which shall be removed from the 6 employee’s personnel file for purposes of consideration for progressive discipline, provided 7 there are no intervening infractions, after the indicated periods of time. 8 9 (a). Oral reprimand (12 months);
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Progression of Discipline, Serious Offenses. Except in instances in which 14 an employee is charged with a serious offense, discipline will be applied in a progressive 15 and corrective manner. Progressive discipline should take into account the nature of the 16 violation, the employee’s record of discipline and the employee’s record of performance 17 and conduct. Discipline may include the following, which shall be removed from the 18 employee’s personnel file for purposes of consideration for progressive discipline, 19 provided there are no intervening infractions, after the indicated periods of time. 20 21 (a). Oral reprimand (12 months); 22 23 (b). Written reprimand (24 months); 24 25 (c). Suspension of 1-3 days (36 months); 26 27 (d). Suspension of 4 or more days (48 months) 28 29 (e). Termination 30 31 For the purposes of this Article, serious offenses shall include, but not limited to the 32 following: dishonesty, severe dereliction of duty, falsification of any official documents; 33 unauthorized disclosure of sensitive or confidential information; being under the influence 34 of and/or the unauthorized possession of alcohol during working hours; being under the 35 influence of an/or the unauthorized possession sale, or purchase of illicit drugs; physical 36 violence; engaging in insubordination (a willful disregard of the employer’s instructions); 37 conviction of a felony; embezzlement of public funds; theft; conviction of driving under the 38 influence; any intentional conduct that results in permanent inability to carry a firearm. 39 40 ARTICLE 15 41 PERSONNEL FILES 42
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Related to Progression of Discipline, Serious Offenses

  • Imposition of Discipline 20.4.1 Only the Xxxxxxx and Vice-Principal (Academic), Deputy Xxxxxxx, Xxxx, or Xxxx on the recommendation of the Unit Head, can issue a written reprimand, or suspend or dismiss a Member.

  • Serious Health Condition An illness, injury, impairment, or physical or mental condition which warrants the participation of a family member to provide care during a period of treatment or supervision and involves either inpatient care in a hospital, hospice or residential health care facility or continuing treatment or continuing supervision by a health care provider (e.g. physician or surgeon) as defined by state and federal law.

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

  • Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Offense Level Calculations i. The base offense level is 7, pursuant to Guideline § 2B1.1(a)(1).

  • Withdrawal of Property from Market or Termination of Discussions Potential Investor acknowledges that the Property has been offered for sale subject to withdrawal of the Property from the market at any time or rejection of any offer because of the terms thereof, or for any other reason whatsoever, without notice, as well as the termination of discussions with any party at any time without notice for any reason whatsoever.

  • Appeal of Discipline Permanent unit members who are deprived of salary or other loss in compensation or property rights as a result of the imposed discipline may appeal the disciplinary decision under Article XXI, Section 21.3.5, Arbitration, of the Grievance Procedure. Nothing herein shall prevent the parties from mutually agreeing to utilize Step IV, Mediation, of Article XXI, prior to Step V, Arbitration.

  • Serious Illness Should a participant be unable to take the leave when scheduled because of serious injury or illness occurring before commencement of the leave, he/she may cancel the leave and receive payment as in Article 12.8.3.9 or, with the consent of the College, defer the leave to a time mutually agreeable, not to exceed one (1) year.

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

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