Progressive Disciplinary Procedure. SECTION 1. - No employee shall be disciplined without just cause. If the employee is suspected of charges wherein dismissal or reduction in pay is likely to result, the Employer shall serve the Union a copy of the specified charges and shall first have a hearing with a Union Representative present.
Progressive Disciplinary Procedure a. The purpose of this system of progressive discipline is to provide a procedure to inform Drivers/Aides of deficiencies in the performance of their duties, or failure to follow District policy, and to provide said Drivers/Aides with an opportunity to improve. With each disciplinary reprimand step, the District shall provide to the Driver/Aide a copy of the reprimand. The District shall provide a copy of the applicable BOE policy/regulation, or Transportation Department policy which describes the specific performance standard which the Driver/Aide failed to meet.
Progressive Disciplinary Procedure. Discipline is intended to be progressive and corrective. More severe discipline will be imposed for either multiple instances of less serious violations requiring discipline or for single instances of serious violations as reasonably determined by the District. The progressive steps to discipline shall include, but not be limited to:
Progressive Disciplinary Procedure. Step 1 Verbal Notification Step 2 1st Written Warning Step 3 2nd and Final Written Warning Step 4 3 Day Unpaid Suspension
Progressive Disciplinary Procedure. A. The Superintendent may suspend a member for up to three (3) days, without salary, for dishonesty, drunkenness, immoral conduct, insubordination, neglect of assigned duties, and violation of written Board policies. The alleged act must have taken place while on duty or have a direct effect on the member’s teaching duties.
Progressive Disciplinary Procedure. When dealing with job-related behavior and issues that do not meet expected and communicated performance standards, EBCHR will use progressive discipline as a process of assisting the employee to understand that a performance problem or opportunity for improvement exists. At every step of this process, bargaining unit members will be able to exercise their Xxxxxxxxxx rights. In other words, if the member feels that a meeting may result in disciplinary action, or affect their personal working conditions, they have the right to union representation, the right to consult with a representative prior to the meeting, and the right to not participate in the meeting until a representative is present. The representative may be a shop xxxxxxx or a CWA business agent. If EBCHR asks an employee to sign a document to acknowledge its receipt, an employee may indicate that they refused to sign, and such refusal alone will not subject the employee to discipline or further discipline. There are five (5) levels of progressive discipline used at EBCHR, any one of which may be entered into, depending upon the circumstances and severity of the problem:
Progressive Disciplinary Procedure. Step 1: Written Warning Step 2: Written Warning Step 3: Final Written Warning Step 4: Discharge
Progressive Disciplinary Procedure. Step 1 Verbal Notification Step 2 1st Written Warning Step 3 2nd and Final Written Warning
Progressive Disciplinary Procedure. As a feminist organization, WFC utilizes a Performance Improvement Plan to address most performance issues. The performance improvement plan is a progressive process, and may include any or all of the following steps:
Progressive Disciplinary Procedure. Occurrences Disciplinary Action 1 to 4 No Action 5 Verbal Warning 6 Written Warning
