CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE Clause Samples
The "Corrective Action, Discipline, and Discharge" clause outlines the procedures and standards an employer follows when addressing employee misconduct or performance issues. Typically, this clause details a progressive discipline process, which may include verbal warnings, written warnings, suspension, and ultimately termination, depending on the severity and frequency of the infractions. Its core function is to ensure that employees are treated fairly and consistently, providing clear expectations and opportunities for improvement while also protecting the employer’s right to maintain workplace standards and take necessary action when those standards are not met.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. 30.1 The College will not discipline any employee covered by this Agreement without just cause. The College also has the authority to discharge an employee for legitimate performance reasons, without prior discipline.
30.2 Corrective action is not discipline and is focused on improving the employee’s performance, attendance or conduct. Corrective opportunities for improvement of legitimate performance deficiencies may include, but are not limited to, coaching, counseling, and written notification regarding failure to meet expectations. Any such corrective actions will be identified as such, documented and placed in the supervisor’s file with a copy to the employee, and are subject to removal from the supervisor’s file consistent with Article 11.11. Corrective action may not be challenged through the grievance procedure.
30.3 Disciplinary actions include oral reprimands, written reprimands, suspensions and discharges.
A. Oral reprimands will be identified as discipline, documented and placed in the supervisor’s file with a copy to the employee, and are subject to removal from the supervisor’s file consistent with Article 11.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. 30.1 The College will not discipline any employee covered by this Agreement without just cause. The College also has the authority to discharge an employee for legitimate performance reasons, without prior discipline.
30.2 Corrective action is not discipline and is focused on improving the employee’s performance, attendance or conduct. Corrective opportunities for improvement of legitimate performance deficiencies may include, but are not limited to, coaching,
30.3 Disciplinary actions include oral reprimands, written reprimands, suspensions and discharges.
A. Oral reprimands will be identified as discipline, documented and placed in the supervisor’s file with a copy to the employee, and are subject to removal from the supervisor’s file consistent with Article 11.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. Records of parking violations and any related parking sanctions that may be imposed shall not be included in the employee's personnel file. However, copies of disciplinary actions for violations of this policy that rise to the level of misconduct will be placed in the employee's personnel file as in the case of any other disciplinary action.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. (A) NO DISCHARGE WITHOUT JUST CAUSE – The Employer shall not discharge or suspend an employee without just cause. Drunkenness on the job, bringing intoxicating liquor on the premises, use of drugs or dishonesty or infraction of rules directly affecting patient comfort or safety shall be considered grounds for discharge.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. 4.1 Corrective Action Process 16 4.2 Drug-Free Schools, Community and Workplace 19 5.1 Seniority 19 5.2 Position Openings 20 5.3 Filling Position Openings 20 5.4 Reduction-in-Hours Procedure 20 5.5 Reduction in Force (Layoff) 22 5.6 Recall 23 5.7 Voluntary Separation 25 5.8 Trial Period 25
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. The Employer shall have the right to discharge, suspend, and/or issue corrective action (discipline nurses) for just cause and shall notify the Association, in writing, of such action and upon request of the nurse, shall state in writing to the Association, the reason for such action. If the nurse and the Association believe such action to be unjustified, the matter may be pursued through the grievance and arbitration provisions of this Agreement. The Employer agrees to comply with the principles of corrective action (progressive discipline), when and if appropriate. Corrective action (discipline) may be initiated for various reasons, including, but not limited to, violations of the Employer's Policy and Operations Manuals, poor job performance, improper behavior, and for other reasons. The severity of the action generally depends on the nature of the offense and a nurse's disciplinary record and may range from verbal counseling to immediate dismissal. A written warning or disciplinary notice in a nurse's personnel file may be used as part of progressive discipline for future corrective action if it is no more than twelve (12) months old. In the case of clinical practice work place violence, and/or sexual harassment issues the period will be thirty-six (36) months. In the event a nurse is terminated for cause, the nurse affected shall be notified in writing by the Employer. Upon termination, a nurse shall receive all monies owed by the Employer. The Employer shall notify the Association in writing of any discharge or suspension within ten
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. 4.1 Corrective Action Process 17 4.2 Drug-Free Schools, Community and Workplace 19 5.1 Seniority 19 5.2 Position Openings 20 5.3 Filling Position Openings 20 5.4 Trial Period 21
6.1 Definitions 21 6.2 Staffing Process 22 6.3 Hiring Pool 23
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. 30.1 The College will not discipline any employee covered by this Agreement without just cause. The College also has the authority to discharge an employee for legitimate performance reasons, without prior discipline.
30.2 Corrective action is not discipline and is focused on improving the employee’s performance, attendance or conduct. Corrective opportunities for improvement of legitimate performance deficiencies may include, but are not limited to, coaching, counseling, and written notification regarding failure to meet expectations. Any such corrective actions will be identified as such, documented and placed in the supervisor’s file with a copy to the employee, and are subject to removal from the supervisor’s file consistent with Article 11.11. Corrective action may not be challenged through the grievance procedure.
30.3 Disciplinary actions include oral reprimands, written reprimands, suspensions and discharges.
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. A. GENERAL PROVISIONS
CORRECTIVE ACTION, DISCIPLINE, AND DISCHARGE. No regular employee shall be disciplined without just cause. Forms of counseling or corrective actions include, but are not limited to: records of coaching, level one (1) written warnings and work plans. These forms of corrective action are not considered discipline and are not subject to grievance and arbitration procedures. These are less formal means of resolving issues related to daily operations, performance and compliance with Agency standards. Such forms of counseling or corrective actions may serve as evidence for future discipline. Such corrective action must be rendered within fourteen (14) calendar days of when the Agency determines the employee engaged in misconduct. Forms of discipline include, but are not limited to, written reprimand, suspension, demotion, and termination. (The extension of probations for a new employee is not considered discipline.) Discipline has been put into 4 levels, each with different retention periods or attached actions. The Agency shall determine whether an employment investigation shall be conducted. The investigation shall be commenced within a reasonable time after the Agency becomes aware of the alleged misconduct. Employment investigations shall be completed within one hundred twenty (120) calendar days of when the investigation is commenced. The Association shall be notified in writing of the commencement of such investigations. Investigations can be extended beyond the one hundred twenty (120) day time period only if the Agency notifies the Association in writing of the expected duration and provides an explanation of the reasons for the extension. Discipline issued to regular employees shall normally be progressive; however, any level of discipline may be imposed based on the totality of circumstances and just cause. Nothing in this Article shall be construed to prevent or prohibit a superior from discussing operational matters informally with employees. Discipline levels 2 thru level 4, as described, may be grieved through the grievance process provided for with this Agreement and may be subject to arbitration as the final resolution. Work-plans and Records of Coaching shall not be subject to the grievance process.