Progressive Discipline Process. The steps in the progressive discipline process are as follows, each step to be signed off by the Employee.
Progressive Discipline Process. 19.2.1. First Step - A verbal warning or reprimand, which may or may not be accompanied by a letter. Second Step - A letter of warning or reprimand will be issued by the Chief Pilot, V.P. Flight Operations, or his designate. Third Step - A letter of warning or reprimand will be issued by the Chief Pilot, V.P. Flight Operations, or his designate. The letter may be accompanied by a suspension without pay, or discharge, depending upon the frequency and/or seriousness of the offense.
Progressive Discipline Process. A progressive discipline process is followed. As students continue violating school rules, consequences for student actions become more severe. Repeated violations of major and minor violations will be subject to suspensions, behavior contracts, and possible expulsion. A police report will be filed, as required by law, where appropriate. The consequences for these actions range from, but are not limited to, a minimum of a parent contact to a maximum of a 5-day suspension. It is the administration’s decision as to whether the violation is a minor or major violation. Community Service (BP 5144) For students not suspended or recommended for expulsion, the principal of the school, the principal’s designee, the superintendent of schools or the governing board may require a pupil to perform community service on school grounds during non-school hours. (EC 48900.6) Education Code related to Progressive Discipline Grounds For Suspension or Expulsion According to Education Code 48900 (BP 5144) The grounds for suspension and expulsion and the procedures for considering, recommending and/or implementing suspension and expulsion shall be those specified in law and/or administrative regulation. A student may be subject to suspension or expulsion when it is determined that he/she:
Progressive Discipline Process. The basic goal of progressive discipline is to address unsatisfactory performance and for the employee’s supervisor to provide assistance, suggestions, and/or guidance. The progressive discipline process consists of a series of steps prior to moving to disciplinary action such as suspension, demotion, or dismissal. The progressive discipline process includes the following steps in sequence:
Progressive Discipline Process. A progressive discipline process is followed. As students continue violating school rules, consequences for student actions become more severe. Repeated violations of major and minor violations will be subject to suspensions, behavior contracts, and possible expulsion. A police report will be filed, as required by law, where appropriate. The consequences for these actions range from, but are not limited to, a minimum of a parent contact to a maximum of a 5-day suspension. It is the administration’s decision as to whether the violation is a minor or major violation. Community Service (BP 5144) For students not suspended or recommended for expulsion, the principal of the school, the principal’s designee, the superintendent of schools or the governing board may require a pupil to perform community service on school grounds during non-school hours. (EC 48900.6)
Progressive Discipline Process. The District agrees to apply progressive discipline and correction except where the nature of the offense or the possible consequences of repetition reasonably requires more severe action. The level of discipline must relate to the severity of the offense. Discipline shall be for cause; unit members to be disciplined under this Article shall be provided due process.
Progressive Discipline Process. The following outlines the process that will usually be followed in progressive discipline situations. This process may be extended or reduced depending on the seriousness of the problem and the length of service of the employee. Progression: • Informal Discussion • First Formal Letter (and possible suspension) • Second Formal Letter (and possible suspension) • Final Warning Letter (and possible suspension) • Termination Conflict Resolution Process
Progressive Discipline Process. The College agrees to use a progressive discipline process based on the principle of using the least severe action necessary to correct an undesirable situation. The process of progressive discipline may include verbal warnings, written reprimands and suspension or termination as appropriate to the specific facts of the case. Increasingly severe steps or measures are generally used if a faculty member, being given specific information about the situation and a reasonable opportunity to adjust his or her behavior, should fail to make appropriate corrections. However, the College retains the right to initiate corrective action at any level up to and including termination, as appropriate to the circumstances. Such circumstances may include, but are not limited to, malfeasance, abuse of fellow workers, students or members of the public.
Progressive Discipline Process. Most employees want to do what is expected of them. You can help by ensuring that company policies are made clear and applied consistently and fairly to everyone. However, as an employer, you may need to deal with problems caused by the performance of an employee. You should: Act early // before poor work becomes a habit. Be fair // by clarifying the job expectations with the employee. Improve the employee’s performance // by providing appro- priate coaching. Try to solve the problem // before it gets to the termination stage by applying the “progressive discipline process”.
Progressive Discipline Process. [LCW53] In the handling of disciplinary matters, the Employer shall utilize the progressive discipline process, which typically occurs in the following order: Verbal or Written Counseling (documented) Written Warning Demotion Suspension Termination A copy of all written discipline including written warnings, demotion, suspension or termination shall be sent to the Union office within five (5) days or at least five (5) days prior to the effective date of disciplinary consequences or hearings.
