Common use of Corrective Disciplinary Action Clause in Contracts

Corrective Disciplinary Action. The Department and the Association agree that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level of discipline and the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commanders. The Guide can only be modified through negotiations of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented, and which may be placed in the employee's personnel file. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level it normally goes from a minor form of discipline and to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commandersprocedure starting at some level other than written reprimand. The Guide can only be modified through negotiations usual steps of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • are:  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented, documented and which may be placed in the employee's personnel file. • Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint.  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. • Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint.  Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year.  Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned.  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level it normally goes from a minor form of discipline and to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commandersprocedure starting at some level other than written reprimand. The Guide can only be modified through negotiations usual steps of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented, documented and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level of discipline and the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commanders. The Guide can only be modified through negotiations of the Department and Association. •  All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. •  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented, and which may be placed in the employee's personnel file. •  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. •  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level it normally goes from a minor form of discipline and to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: procedure starting at some level other than a Handbook for Divisions and Bureau Commanderswritten reprimand. The Guide can only be modified through negotiations usual steps of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level it normally goes from a minor form of discipline and to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commandersprocedure starting at some level other than written reprimand. The Guide can only be modified through negotiations usual steps of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. are: • For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. • Written Reprimand - This is the first level of discipline which is documented, and which may be placed in the employee's personnel file. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year. • Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned. • Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.

Corrective Disciplinary Action. The Department and the Association agree recognize the principle of progressive corrective action when discipline is needed. Discipline involves actions by supervisors in situations where employee conduct, or performance is unacceptable and there is clear intent to create a record of discipline. Discipline should be progressive in that the Aggravated/Mitigated Disciplinary Decision Guide (Exhibit B) will determine the appropriate level it normally goes from a minor form of discipline and to major disciplinary actions in predictable steps. Serious disciplinary offenses may result in the disciplinary process will proceed, as outlined in the Managing Employee Performance & Conduct: a Handbook for Divisions and Bureau Commandersprocedure starting at some level other than written reprimand. The Guide can only be modified through negotiations usual steps of the Department and Association. • All discipline will be documented on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and the discipline. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint. • are:  For minor performance or conduct issues, the supervisor or manager will have to show documentation of at least two (2) efforts to correct the problem. This will be evidenced by at least two (2) documented contacts. Having a minimum of two (2) documented counselings for minor issues enables the supervisor to correct issues without resorting to a disciplinary action. •  Written Reprimand - This is the first level of discipline which is documented, and which may be placed in the employee's personnel file. • Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a written reprimand. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint.  Suspension - Suspension is used when a written reprimand has not corrected the specific unacceptable performance or conduct. Suspension may be used as the first or second step when a disciplinary offense is clearly of such a serious nature that a suspension is the appropriate corrective action. • Documentation is done on an Adjudication of Complaint form. The statements on the form must clearly outline the specific unacceptable performance or conduct, the specific violation(s) of Department Rules, Regulations, and/or Procedures which is alleged to have occurred and that the discipline proposed is a suspension. The employee will be shown a copy of the Adjudication of Complaint, will be allowed to read it, and will then sign the form acknowledging receipt. The employee will be given a copy of the Adjudication of Complaint.  Disciplinary Transfer - Transfer is an alternative disciplinary action that may be utilized by the Department. A disciplinary transfer is a disciplinary action which may occur where it is determined that an employee’s conduct or performance warrants transfer as a level of discipline. An employee who has been disciplinary transferred may not transfer back into the assignment or section from which the employee was disciplinary transferred, for a period of one (1) year.  Demotion - This step may be utilized for serious disciplinary offenses or where it is determined the employee is no longer able to fulfill the duties and responsibilities required in the job classification they are assigned.  Termination - Termination is the final step of the progressive disciplinary process. Termination is used when all other efforts to correct a disciplinary situation have failed or when the nature of the offense is of such a serious nature as to warrant the immediate severance of the employee/employer relationship.