Counseling and Disciplinary Probation Sample Clauses

Counseling and Disciplinary Probation. 1. Before a Nurse can be terminated for unsatisfactory performance she/he must be interviewed and a written action plan will be developed by the Nurse’s Manager/Director that is aimed at eliminating the problem by notifying the Nurse as to the improvement which is required. The Nurse’s improvement will be expected over a defined disciplinary probationary period not to exceed ninety (90) calendar days, and no disciplinary action shall be taken if the expected improvement occurs. The requirements of a written action plan and of a probationary period prior to termination may be waived only if the Hospital believes, based on the facts known to it, that patient safety, well-being or health will be jeopardized if the Nurse continues to work in the department.
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Related to Counseling and Disciplinary Probation

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • DISCIPLINE AND DISMISSAL 8.4.1 The following principles are to be followed when dealing with disciplinary matters:

  • DISCIPLINE AND DISCHARGE OF EMPLOYEES (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:

  • MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE A. When, in the judgment of a teacher, a student is, by behavior, seriously disrupting the instructional program to the detriment of other students, the teacher may exclude the student temporarily from the classroom and refer the student to the building administrator for appropriate intervention. At the request of the referring teacher, an administrator will communicate the status of a disciplinary action within two (2) work days of the request.

  • SUSPENSION AND DISCIPLINE 33.01 The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall consider several factors such as the seriousness of the offence, the Employee's length of service and other relevant mitigating factors.

  • DISCIPLINE/DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge an employee for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved, and forwarded to the office of the Union at the time they are issued.

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