DISCIPLINARY COUNSELLING Sample Clauses

DISCIPLINARY COUNSELLING. Reasons for Disciplinary Counselling Disciplinary counselling for employees can be necessary because of: - negligence or carelessness in the discharge of duties - engaging in improper conduct that adversely affects work performance or brings Council into disrepute. - contravening or failing to comply with any applicable provisions of Acts or Regulations or the terms and conditions of employment. - inefficiency or incompetence for reasons within the person's control. - non compliance with a direction with which it is the person's duty to comply. - continuing performance problems Before Acting Before contemplating disciplinary action consider whether there are any organisational factors which may have contributed to the employees current work performance and/or behaviour. For example: - does the employee understand the job requirements in terms of performance and behaviour? - has the employee received proper and adequate training and supervision for the job being performed? - does the employee have the necessary skills, experience and ability to do what is expected of him/her? - are the tools, equipment or facilities adequate and safe to do the job? - could there be interpersonal conflicts in the work team that are affecting the
Sample 1
AutoNDA by SimpleDocs
DISCIPLINARY COUNSELLING. Staff discipline will be conducted in accordance with Attachment 1 of this Agreement.
Sample 1

Related to DISCIPLINARY COUNSELLING

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • School discipline The Parents accept the authority of the Headmaster and of other members of staff on the Headmaster's behalf to take all reasonable disciplinary or preventative action necessary to safeguard and promote the welfare of the Pupil and the School community as a whole. The School's policies on behaviour and discipline current at the time and published on the School website apply to all pupils at the School and at all times when the Pupil is in or at school, (including when engaged in online or remote learning), representing the School or wearing School uniform, travelling to or from School, on School-organised trips or associated with the School at any time. The policies shall also apply at all times and places in circumstances where failing to apply this policy may affect the health, safety or wellbeing of a member of the School community or a member of the public, have repercussions for the orderly running of the School or bring the School into disrepute.

  • Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than two (2) years from the date upon which the complaint was filed.

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Grievances and Complaints 5.1 It is the mutual desire of the parties hereto that grievances and complaints relative to this Agreement or working conditions generally shall be adjusted as quickly as possible.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Grievance Representatives Within 30 working days after the execution of this Agreement, the Union shall furnish the Xxxxxxx with a list of all persons authorized to act as the Chapter and UPI Local Grievance Representatives and shall update the list as changes occur. The designated Chapter Grievance Representative shall be an employee of the University and shall have the responsibility to meet classes, office hours, and other assigned duties and responsibilities. If the responsibilities of the Chapter Grievance Representative require rescheduling of the representative's University duties, the representative may, with the approval of the Xxxxxxx, arrange for the rescheduling of such duties or their coverage by colleagues. Such approval shall not be unreasonably withheld. The provisions of Article 15.4. shall also apply to the UPI Local Grievance Representative if he or she is an employee of the University.

Time is Money Join Law Insider Premium to draft better contracts faster.