Relationship to Disciplinary Action. Nothing in this Article shall prohibit the Employer from taking disciplinary action without the necessity of prior informal or formal counseling against an employee who, in the judgment of the Employer, commits a sufficiently serious offense.
Relationship to Disciplinary Action. Neither performance review, informal nor formal counseling shall be considered as punitive/disciplinary action nor as prerequisites to disciplinary action. Formal counseling may not be introduced in a disciplinary conference or proceeding, except to demonstrate, if necessary, that an employee knew or knows what is expected of him/her. Nothing in this Article shall prohibit the Employer from taking disciplinary action without the necessity of prior informal or formal counseling against an employee who, in the judgment of the Employer, commits a sufficiently serious offense.
Relationship to Disciplinary Action. 37 38 Neither performance review, informal nor formal counseling shall be considered 39 as punitive/disciplinary action nor as prerequisites to disciplinary action. Formal 40 counseling may not be introduced in a disciplinary conference or proceeding, 41 except to demonstrate, if necessary, that an employee knew or knows what is 42 expected of him/her. Nothing in this Article shall prohibit the Employer from 43 taking disciplinary action without the necessity of prior informal or formal 44 counseling against an employee who, in the judgment of the Employer, commits 45 a sufficiently serious offense.
Relationship to Disciplinary Action. 29 Nothing in this Article shall prohibit the Employer from taking disciplinary action 30 without the necessity of prior informal or formal counseling against an employee 31 who, in the judgment of the Employer, commits a sufficiently serious offense. 32 33 ARTICLE 12 34 Seniority
Relationship to Disciplinary Action. 3 Neither performance review, informal nor formal counseling shall be considered as 4 punitive/disciplinary action nor as prerequisites to disciplinary action. Formal 5 counseling may not be introduced in a disciplinary conference or proceeding, except 6 to demonstrate, if necessary, that an employee knew or knows what is expected of
Relationship to Disciplinary Action. The parties recognize that the program is designed to be carried out as a nondisciplinary procedure aimed at rehabilitation of persons who suffer from a health or personal problem. If an employee requests assistance under the program and participates in the program, the responsible supervisory official shall give consideration to this fact in determining any appropriate disciplinary and adverse action based upon the employee's performance or conduct on the job.
