Written Discipline Sample Clauses

Written Discipline. Written warnings or reprimands or suspensions will be given in the form of a formal letter with the full signature of the administrator taking the action and a full signature of the employee acknowledging receipt of the written reprimand. The letter will be delivered only after a meeting has been held at which time the bargaining unit member had an opportunity to be heard. A copy of a written warning or reprimand or suspension shall be given to the bargaining unit member and the Union in a timely fashion.
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Written Discipline. Written warnings or reprimands or suspensions will be given in the form of a formal letter with the full signature of the administrator taking the action. The letter will be delivered only after a meeting has been held at which time the bargaining unit member had an opportunity to be heard. A copy of a written warning or reprimand or suspension shall be given to the bargaining unit member and the Association. Any complaint not called to the attention of the bargaining unit member, within ten (10) work days, may not be used in any disciplinary action against the bargaining unit member, unless such complaint is being withheld to protect the integrity of an on-going confidential investigation. Nothing shall be placed in an employee’s personnel file without written notification to the employee before the placement is made. If the Personnel Committee finds the written discipline warranted, then the employee shall have the right to respond in writing and the employee’s response shall be attached to the written discipline. If the Personnel Committee finds the written discipline to be unwarranted, then it shall be removed from the personnel file.
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Written Discipline. Written corrective actions will not be considered for purposes of progressive discipline (but may be used for notice) after two (2) years, provided there have been no further disciplinary occurrences during that 2 year period, with the following exceptions: (1) violations of the Employer’s non-discrimination policies, including sexual harassment; (2) conduct threatening or endangering patient safety; (3) co-worker abuse issues; (4) theft or falsifying records; or (5) unlawful breach of confidentiality or other privacy violations. Such disciplinary notices shall remain in effect for a maximum of three years for purposes of progressive discipline. There may be times, at the Employer’s discretion, where a step in the corrective action process may be repeated.
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Written Discipline. Written warnings or reprimands or suspension will be given in the form of a formal letter with the full signature of the administrator taking the action. The letter will be delivered only after a meeting has been held at which time the bargaining unit member had an opportunity to be heard. A copy of a written warning or reprimand or suspension shall be given to the bargaining unit member and the Union. Any complaint not called to the attention of the bargaining unit member, within five (5) work days of the administration being made aware of the complaint, may not be used in any disciplinary action against the bargaining unit member.
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Written Discipline. The specific reasons for any discipline shall be documented in writing at the time such action is taken. If an employee has involved Association representation during the disciplinary process, the representative shall receive a copy of any formal disciplinary action issued.
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Written Discipline. For the purposes of progressive discipline, written disciplinary notices will no longer be considered after two (2) years, so long as there have been no further disciplinary occurrences during that two-year period.
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Written Discipline. The Union and employee shall be provided with a copy of any written discipline except for performance appraisals (which are not discipline). The Union xxxxxxx may be present when written discipline is given to the employee.
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Written Discipline. ‌ In cases of discipline that result in written notice being placed in an Employee's personnel file, the notice will be removed from the Employee's file after the expiration of twenty-four (24) months from the date the notice was issued. All such notices, once removed from the Employee's file, shall not be considered in any assessment of the Employee's performance or conduct, or to support any subsequent disciplinary action by the Employer.
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Related to Written Discipline

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Enforce Discipline Contractor shall at all times enforce strict discipline and good order among its employees, Subcontractors, and others performing the Work, and shall not employ or permit the employment of unfit persons or persons not skilled in the task assigned to them.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • DISCHARGE OR DISCIPLINE 1. The Company shall have the right to discipline or discharge associates for just cause in accordance with the reasonable, established Company rules and regulations, which may be modified from time to time by the Company. In the case of the discharge of an associate, the Company shall furnish the discharged associate a signed statement giving the reason for discharge. The Company shall also email a copy of the signed statement to the President of Local 81408 as well as the representing xxxxxxx within three (3) business days.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • Grounds for Discipline Incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, absence without leave, substance abuse, failure of good behavior, violations of City or department work rules, policies, procedures, or any other acts of misfeasance, malfeasance, or nonfeasance, shall be cause for disciplinary action.

  • 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.

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