Formal disciplinary action is not taken lightly. The University's experience has been that nearly all staff perform well, conduct themselves reasonably, and overcome minor problems without the need for formal discipline. Initially, problems are dealt with in the expectation that staff will give of their best once a deficiency is pointed out and that any difficulties can be overcome at the workplace level.
Formal disciplinary. Action means any action by the University to discipline a Staff Member for unsatisfactory performance or misconduct or serious misconduct in accordance with and is limited to:
Formal disciplinary reprimand meeting(s) shall be in private. Either the Administration or the employee has the right to representation at any disciplinary/reprimand meeting.
Formal disciplinary. INVESTIGATIONS The City will follow the procedures contained in Sections 112.80 through 112.84 of the Florida Statutes (Firefighters’ Bill of Rights) when conducting formal disciplinary investigations.
Formal disciplinary. Hearings This solution must introduce transparent and effective management of the tasks associated with a Disciplinary Hearing process and to ensure that all records related to this process are kept in a central electronic repository. The Disciplinary process must be initiated when the applicable misconduct forms as well as supporting documentation is submitted to HR and/or the Registration office for scanning, indexing and filing (Personnel File). The minimum information must be captured by the registration office or relevant HR functionary.
Formal disciplinary. Dismissal Procedures It is expected that employees will conduct themselves properly and competently in their work. The parties to this agreement agree that the following procedures are therefore intended to be used where such trust is considered to be abused or there is negligence of responsibility requiring formal admonishment or there exists a lack of competence in carrying out duties. The employers aim to help employees meet our standards of personal conduct and to ensure that everyone is treated in a fair and consistent manner. The parties hope that any issues arising from employees conduct or their performance in their role can be handled quickly and effectively on an informal basis. However, there may be occasions when this approach does not work, or where an alleged misconduct is too serious for such informal discussion. In these instances, the formal Disciplinary Procedure set out below will be followed. Before considering any form of disciplinary action, a meeting and investigation into the alleged misconduct/performance issue will be carried out. Prior to any disciplinary meeting, employees will be advised, in writing, of the specific allegation/s and of the likely consequences should the allegation/s be found to be true. Employees will also be advised that they are entitled to have a support person or representative at the formal disciplinary meeting. During the meeting employees will be given an opportunity to respond to the allegation/s. Employees explanations and any mitigating circumstances will be considered before a decision is made on the appropriate course of action. If, following the meeting, the employer decides to issue a warning, this will be formally and clearly issued and confirmed in writing. Employees will be advised of any corrective action that is required and the consequence of continued or further instances of misconduct or substandard job performance. Employees will be provided with any training/support necessary to assist you in taking corrective action. Except where stated otherwise in the Agreement, there are 3 steps in the formal disciplinary procedure that will generally be followed, if after investigations, misconduct is found to have occurred. These are:
Formal disciplinary. Action (Serious Misdemeanour) 3.4.6.1 The First Stage
