Discipline and Due Process. A. Just Cause Discipline Discipline shall be imposed on employees only for just cause. Discipline may include oral or written reprimand, suspension, disciplinary reduction and termination. Disciplinary action against an employee shall be imposed only for violation of written rules and regulations as set forth by the Board of Education and Administration for incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, or any other acts of misfeasance, malfeasance, or nonfeasance. An oral or written reprimand may be imposed following a conference. An employee may be accompanied to any such conference by a representative of his/her choice. A written disposition of each oral reprimand will be maintained in the employee’s personnel file. This written disposition will contain the following: The employee’s name, date of reprimand, and the topic/issue of the reprimand along with a brief summary. A copy of each oral reprimand will be removed from the employee’s personnel file after five years as stated in Section D of this Article.
Discipline and Due Process. The City agrees to maintain the disciplinary protocols currently used in the Aquatics Division of the Department of Recreation and Parks (which may include written disciplinary action prior to termination) and at the Los Angeles Convention Center for employees on the payroll on February 18, 2003, the date the part-time Agreement was approved by Council. These protocols shall not apply to employees who terminate their employment and are subsequently rehired.
Discipline and Due Process. Confirmed positive tests are for administrative purposes only and are not to be used against the employee during any phase of criminal proceeding. Any employee whose drug test result is confirmed as positive and who then is charged administratively by Management, will receive due process and be afforded representation as prescribed in Article 25. Any attempt on the part of Management to influence any approved drug testing facilities or employees of those facilities in an effort to circumvent the provisions of this section, shall be considered a breach of this Agreement and shall allow the Union to initiate a Step 4 grievance within thirty (30) days following the date the employee or the Union first became aware of such conduct. After five (5) years from the date of an employee passing a return to duty test or the date of the last positive drug or alcohol tests, whichever date is later, a confirmed positive drug or confirmed positive alcohol test result shall be removed from the employee’s file upon the request of the employee and shall not be considered in subsequent determination of discipline. It is further understood that a substance abuse professional (SAP) may require follow-up testing for five (5) years.
Discipline and Due Process. 50 Section A. Informal Procedure 50 Section B. Disciplinary Procedures 50 Section C. Disciplinary Actions. 51 Section D. Employee Rights 52 Section E. Employer Rights and Responsibilities 52 Section F: Criteria for Discipline 53 Section G: Types of Complaints 53
Discipline and Due Process. Confirmed positive tests are for administrative purposes only and are not to be used against the employee during any phase of criminal proceeding. Any employee whose drug test result is confirmed as positive and who then is charged administratively by Management, will receive due process and be afforded representation as prescribed in the Discipline and Dismissal Procedure, Article 18. Any attempt on the part of Management to influence any approved drug testing facility or employees of those facilities in an effort to circumvent the provisions of this section, shall be considered a breach of this Agreement and shall allow the Council to initiate a step 4 grievance within thirty (30) days following the date the employee or the Council first became aware of such conduct.
Discipline and Due Process. Probationary Employees, Causes, Progressive Discipline, Initiation and Notification of Charges, Employment Status Pending Appeal or Waiver, Time Limit of Suspension, Right to Appeal, Amended/Supplemental Charges, Hearing Procedures, Hearing Decision Appendix A Definitions Appendix B Compensatory “Comp” Time Sheet Appendix C Classification Review Form Appendix D Performance Evaluation Form Appendix E Classified Salary Schedule 2 Agreement Article I 3 This is an agreement made and entered into this June 14, 2018, by, and between the Rim 4 of the World Unified School District and the California School Employees Association, and its 5 Chapter #417, which is an affiliate of the California School Employees Association. 6 This agreement is entered into pursuant to Chapter 10.7, sections 3540 – 3549.1, 7 inclusive, of the Government Code. 8 This agreement shall commence July 1, 2018 and shall continue in full force and effect 9 up to and including June 30, 2021, and thereafter, shall continue in effect year-by-year unless 10 one of the parties notifies the other in writing no later than March 15, 2021, of its request to 11 modify, amend, or terminate the agreement. 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Discipline and Due Process. A. This Article applies only to employees who have completed their initial probationary periods.
Discipline and Due Process. A Verbal Coaching/Counseling Prior to engaging in any formal disciplinary action, the CCBDD will ensure that other avenues to correct concerns with a staff member’s job performance or unprofessional actions are explored. This will include, but not be limited to, additional training in the area(s) of concern, suggestions/recommendations for how to efficiently complete assigned tasks, regular supervision meetings, etc. No written record of a verbal coaching/counseling will be kept in the staff member’s public personnel file.
Discipline and Due Process. Staff members who report to work but are sent home due to illness by their supervisor will not be required to comply with this provision.
Discipline and Due Process. Confirmed positive drug test results are for administrative purposes only and shall not be used against the employee during any phase of any criminal proceeding. Any employee whose drug test result is confirmed as positive, and who is then charged administratively by Management, will receive due process and be afforded representation as prescribed under Articles 11 and 12. Any attempt on the part of Management to influence any approved drug testing laboratory, the Medical Review Officer, any employee, officer, official or agent of Management, or any other person, firm or corporation, in an effort to circumvent the provisions of this Section, shall be considered a serious breach of this Agreement and shall allow the Lodge to initiate a grievance at Step 4 within thirty (30) days following the date on which employee or the Lodge first became aware of such conduct.
