Progressive Sample Clauses

Progressive. Discipline‌
Progressive. Discipline Except in instances where the employee is found guilty of serious or gross misconduct, discipline will be applied in a corrective and progressive manner in accordance with the Employer’s policy. Progressive discipline shall take into account the nature of the violation, the employee’s record of discipline, and the employee’s record of performance and conduct.
Progressive. DISCIPLINE‌
Progressive. Discipline‌ LACMTA & AFSCME LOCAL 3634 AGREEMENT | 2014-2017 Progressive discipline provides for increasingly severe penalties to be imposed on an employee for like behavior. This provides the employee with an opportunity to correct his or her behavior before more severe disciplinary action is taken. However, under some circumstances more severe discipline, including termination, may be administered the first time an employee commits a serious offense. Additionally, under some circumstances, lesser discipline may be administered due to mitigating circumstances, such as an employee’s length and quality of service. AFSCME and LACMTA recognize the use of a corrective non- punitive disciplinary process. To this end, LACMTA will consider issuing disciplinary letters instead of imposing unpaid suspensions. However, when discipline letters without unpaid suspensions are issued, they are to be considered as having the same force and effect as a suspension without pay.
Progressive. DISCIPLINE‌ Any complaint regarding an employee made by any parent, student, or other identified representative shall be investigated at the lowest possible administrative level beginning at site. The first step in any complaint should be to make every effort to address the concern with the teacher. The next step should be with the site administrator. These steps will apply to any articles that refer to the disciplining of members of the bargaining unit. Reprimands will be directly related to a specific article for misconduct and will be timely. Any meeting described in this article, the immediate supervisor will inform the employee that he/she may invite an NEA-Carlsbad representative to attend the meeting. (Refer to Certified/Classified Employee’s Right of Representation Form) When employees are required to attend an investigatory/disciplinary meeting with an administrator, or a supervisor, that may/will result in employee discipline, administrative leave, discharge, termination, or is investigatory, the employee will be given prior notice of the reason. The employee may request that an NEA representative be present. If an employee feels any meeting is becoming disciplinary in nature, the employee may request an NEA representative and reschedule if necessary within twenty-four (24) hours. An employee will be considered for administrative leave if the allegations against the certified employee pose an immediate danger or if the employee is accused of a crime against students, staff, or others within the workplace or outside the workplace if the action impacts the work environment and/or the education process. The suspension of an employee pending final District action will be with pay if the employee is available for work. Role of a representative: • The representative will serve as a support base for the employee. • The representative may act in the interest of the member by asking for a sidebar with the employee during an investigatory interview, or during a predetermination meeting, but the representative may not impede the investigation in any way. Progressive Discipline steps are:
Progressive. DisciplineDocumented verbal reprimands shall be deemed void, for the purpose of supporting discipline, after an employee has maintained a clear record with no infractions for twelve (12) months of active employment. Written reprimands shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for eighteen (18) months of active employment. Suspensions shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for thirty (30) months of active employment. The disciplinary record of an employee or former employee shall not be shared in any manner with any other employer or agency, without the prior written consent of the employee concerned, unless the release of information is required by statue, regulation, or Court or Board Order.

Related to Progressive

Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:
Progression All increases authorized by this Section shall be effective at the start of the pay period nearest to the supervisor’s anniversary date. Appointing Authorities may withhold step increases because of unsatisfactory service, with written notice to the supervisor. Increases so withheld may subsequently be granted upon certification by the Appointing Authority that the supervisor has achieved a satisfactory level. If an Appointing Authority fails to give the supervisor written notice prior to the supervisor’s anniversary date that a step increase is to be withheld because of less than satisfactory performance, the increase shall be granted. The substantive judgment of the supervisor’s superior regarding his/her performance is not grievable/arbitrable; however, the withholding of a step increase is grievable/arbitrable.
SDBE The Contractor shall comply with all applicable provisions of Article III of Chapter 18 of the Durham City Code (Equal Business Opportunities Ordinance), as amended from time to time. The failure of the Contractor to comply with that article shall be a material breach of contract which may result in the rescission or termination of this contract and/or other appropriate remedies in accordance with the provisions of that article, this contract, and State law. The Participation Plan submitted in accordance with that article is binding on the Contractor. Section 18-59(f) of that article provides, in part, “If the City Manager determines that the Contractor has failed to comply with the provisions of the Contract, the City Manager shall notify the Contractor in writing of the deficiencies. The Contractor shall have 14 days, or such time as specified in the Contract, to cure the deficiencies or establish that there are no deficiencies.” It is stipulated and agreed that those two quoted sentences apply only to the Contractor’s alleged violations of its obligations under Article III of Chapter 18 and not to the Contractor’s alleged violations of other obligations.
Wellness A. To support the statewide goal for a healthy and productive workforce, employees are encouraged to participate in a Well-Being Assessment survey. Employees will be granted work time and may use a state computer to complete the survey.
Staffing CONTRACTOR shall submit monthly Staffing Reports to ADMINISTRATOR.
Digital Health The HSP agrees to:
Screening The review of applicants to determine qualified candidates for a position.
Arts Business, Education, Humanities, and Social Sciences HUMANITIES Behavioral, Natural, and Physical Sciences
Longevity Any full-time employee who has completed ten years of continuous service shall be paid, in addition to his/her normal salary, the sum of $300.00 annually and an additional $300.00 for each additional five years of continuous service. An employee shall be eligible to receive this payment if his/her anniversary date is on or before December 1. The longevity payment shall be paid in the employee's first paycheck received in December. An employee who retires or terminates prior to December 1, but after his/her anniversary date, which is on or after December 2, will be entitled to the appropriate longevity payment upon retirement or termination.
Wage Progression (a) Employees within their position classification will progress from the "start rate" to the "one (1) year rate" and so on, on the basis of one thousand nine hundred and fifty (1,950) hours worked at the "start rate" to the "one (1) year rate" and so on. Hours worked and paid for, and hours not worked and paid for by the Employer, and hours not worked and paid for under the WSIA shall be considered hours worked for the purposes of computing eligibility to progress to the next higher rate within their position classification.