Progressive Disciplinary Procedures Sample Clauses

Progressive Disciplinary Procedures. In order to insure that all employees are treated fairly, the following standard procedure for imposing disciplinary action on employees guilty of minor infractions shall be followed. This procedure shall apply to all disciplinary infractions except theft, embezzlement of public funds, being under the influence of alcoholic beverages or abusive drugs during work hours, the use of alcoholic beverages or abusive drugs during work hours, physical violence, offenses involving gross misconduct, or gross insubordination.
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Progressive Disciplinary Procedures. (a) Discipline for infractions that are minor in nature will follow the Progressive Disciplinary Process outlined below. All serious infractions may bypass this progression, for example: theft, embezzlement, being at work while under the influence of alcohol or drugs, physical violence, or offenses relating to gross misconduct or gross insubordination.
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Progressive Disciplinary Procedures. In order to provide a fair method of disciplining employees, the following progressive disciplinary procedures shall be taken when disciplinary action is necessary, except in the case of immediate disciplinary action, as stated in the section of this Agreement entitled IMMEDIATE DISCIPLINARY ACTION. Progressive discipline must be timely and should follow, as closely as possible, the incident requiring the disciplinary action.
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Progressive Disciplinary Procedures. Should a delay in receipt of the return to work drug screen caused by the City or its medical facility of more than six (6) calendar days occur, the employee will be placed on paid administrative leave until the return to work drug test results are received by the Medical Review Officer. If the test results are positive, then the employee will not receive administrative leave pay from the City.
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Progressive Disciplinary Procedures. Managers must deal with each case of breach of Town policy in a consistent manner but must also deal with each case on its own merits. The following general procedure, also stated in the Town’s Human Resource Policy Manual, outlines the minimum steps that must be taken when instituting disciplinary procedures.
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Related to Progressive Disciplinary Procedures

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Rules of Grievance Processing 1. Time limits of any stage of the grievance procedure may be extended by written mutual agreement of the parties at that step.

  • SAFETY PROCEDURES The Contractor shall:

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

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