Employee Conduct and Discipline Sample Clauses

Employee Conduct and Discipline. A. No non-probationary bargaining unit member shall be disciplined without cause. The term "discipline" as used in this Agreement includes warnings, reprimands, suspensions with or without pay, reductions in rank, compensation or occupational advantage, discharges or other actions of a disciplinary nature. The specific grounds for disciplinary action will be presented in writing to the employee and the Association no later than at the time discipline is imposed, provided, however, that during the probationary period, as set forth in Article 1, Section Three, Clause B, a probationary employee may be discharged by the Board for any reason deemed in the best interest of the District. The Board retains the sole discretion to this right.
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Employee Conduct and Discipline. 9.10 Employee Conduct Although the parties acknowledge the difficulty of completely and precisely defining the proper standards of conduct for each Employee, it is recognized that they include the following:
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Employee Conduct and Discipline. A. The Employer shall have the right to establish such standards of professional conduct and rules and regulations which are not in conflict with this Agreement.
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Employee Conduct and Discipline. Employees are not permitted to accumulate meal periods in order to leave work early, or to extend daily meal periods, unless approved in advance by their supervisor.
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Employee Conduct and Discipline. Employees of the City are considered to be members of a team working together to achieve one common goal, which is to serve the citizens of Cooper City by enhancing the quality of life in the City in the most effective and efficient manner possible. Employees who fail to follow necessary policies, procedures, rules and directives or fail to exhibit proper employee conduct not only penalize themselves, but they render a disservice to the rest of the team and to the City. All employees serve at the will and pleasure of the City and, accordingly, may be dismissed for any reason deemed appropriate by the City.
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Employee Conduct and Discipline. 21.1 Although the parties acknowledge the difficulty of completely and precisely defining the proper standards of conduct for. each employee, it is recognized that proper standards of conduct include the following: .,.1; r }." '.; : .
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Employee Conduct and Discipline. 93 SECTION 1. GENERAL PROVISIONS… 93 SECTION 2. PROCEDURES 94 SECTION 3. DECISION MAKING FACTORS 95 SECTION 4. GRIEVANCE RIGHTS 96 SECTION 5. OFF-DUTY CONDUCT 96 SECTION 6. SERVICE ON UNION… 96 SECTION 7. PURGING FILES 96
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Employee Conduct and Discipline. 5.14A - Procedure Discipline shall be for cause and shall be administered in a fair and consistent manner and without regard to race, color, ancestry, religious creed, disability, medical condition, age, marital status, sexual orientation, or any other protected classification under applicable law. Misconduct may result in discipline up to, and including, dismissal. Serious misconduct may result in immediate dismissal for even a first offense. Otherwise, unless an employee’s employment history or other extenuating circumstance support discharge in the first instance, misconduct is likely to first result in a written reprimand, suspension, reduction in pay or demotion, and dismissal will be imposed for a second, or possibly, a third offense of misconduct. All disciplinary action will be based on the facts of the individual case, including, but not limited to, relevant portions of the employee’s employment history. The Authority may place an employee on administrative leave with pay pending investigation of allegations of misconduct or for other legitimate reasons. Administrative leave is not disciplinary. The appeal rights set forth in Section 5.14C, Major Discipline, and the response rights set forth in Section 5.14D, Minor Discipline, are applicable to Regular employees only. Probationary and Temporary employees are at-will and may be terminated, or disciplined, without proof of cause or other justification and without right of appeal.
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Employee Conduct and Discipline 
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Related to Employee Conduct and Discipline

  • Student Conduct and Discipline The School shall adopt, update, and adhere to written policies concerning standards of student conduct and discipline which shall comply with federal and State laws and which shall incorporate the requirements of Section 5.6. The School shall provide copies to the School's parents and students at the start of each school year and shall make this policy readily accessible from the School’s website or school office, as described in Section 11.4.1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Employee Training and Discipline Contractor agrees to advise its personnel who have access to Medi-Cal PII of the confidentiality of the information, the safeguards required to protect the information, and the civil and criminal sanctions for non-compliance contained in applicable Federal and State laws. Contractor shall:

  • Quality and Discipline of Employees The Contractor shall at all times enforce strict discipline and good order among his employees and shall not employ on the work any unfit person or anyone not skilled in the work assigned to him.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

  • 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.

  • DISCHARGE AND DISCIPLINE 20.01 No employee shall be disciplined or discharged without just cause.

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

  • SUSPENSION AND DISCIPLINE 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • 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.

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