Progressive Disciplinary Actions Sample Clauses
The Progressive Disciplinary Actions clause establishes a structured process for addressing employee misconduct or performance issues through a series of escalating corrective steps. Typically, this process begins with informal counseling or verbal warnings, followed by written warnings, suspension, and potentially termination if the behavior does not improve. By outlining clear stages and expectations, the clause ensures fairness and transparency in disciplinary matters, helping both employers and employees understand the consequences of repeated infractions and providing opportunities for improvement before severe action is taken.
Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct would result in termination.
2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under 40 hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination.
3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences.
4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. Documentation of this conference is to be sent to Human Resources.
5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and a non-exempt absence. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3 Level A Employee is in deduct status for the FIRST time since employment OR it has been at least 5 years since the employee has been in deduct status. Awareness Letter (Letter A) Written Warning and EAP referral (PCS A1) 90 day Probation for attendance (PCS A2) Termination (PCS A3) Level B Employee is in deduct status, and has been in deduct status in one of the previous 5 years of employment. Written Warning and EAP referral (PCS B1) 90 day Probation for attendance (PCS B2) Termination (PCS B3)
Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct will result in termination.
2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under forty (40) hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination.
3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences.
4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. A signed copy of Personnel Conference Summary is to be sent to Human Resources.
5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and non- exempt absences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3
Progressive Disciplinary Actions. In order to be considered disciplinary in nature and grievable under Article XVI: Grievances, Oregon Tech must expressly identify the action as disciplinary. Annual Performance Evaluations, Promotion and Tenure determinations, and compensation decisions are not considered disciplinary.