DISCIPLINARY ACTION AND DISCHARGE Clause Samples
The Disciplinary Action and Discharge clause outlines the procedures and grounds under which an employer may discipline or terminate an employee. It typically details the types of conduct that may result in disciplinary measures, such as warnings, suspensions, or dismissal, and may specify steps like progressive discipline or immediate discharge for serious offenses. This clause serves to set clear expectations for employee behavior and provides a structured process for addressing misconduct, thereby protecting both the employer and employee by ensuring fairness and transparency in disciplinary matters.
DISCIPLINARY ACTION AND DISCHARGE. Section 1. Disciplinary action may be taken for just cause.
Section 2. Any employee disciplined or discharged will be notified of the discipline or discharge in writing within ten (10) business days, of the incident which prompted the action or management’s (which shall be defined as any Supervisor who, under the disciplinary policy and guidelines, may take action without the approval of a higher ranking Officer or Manager) knowledge of the incident. Failure of management to inform the employee of impending discipline or discharge within the stipulated time may be a factor in any just cause determination by an arbitrator.
Section 3. If the grievance procedure is instituted over discipline, any written disciplinary action will not be placed in the personnel file or any permanent file until the grievance procedure is completed. If the discipline is rescinded, disciplinary action will not be placed in the personnel file. During the promotion process, disciplinary material in the file two (2) years or older (or one (1) year or older in the case of reprimands or counseling) will not be given to any interview board.
Section 4. A discharge shall be considered a suspension without pay until completion of Step 3 of the grievance procedure.
DISCIPLINARY ACTION AND DISCHARGE. 34.1 The parties agree that the purpose of discipline is correction. Its primary purpose is to ensure that employees perform their duties in accordance with Authority rules, directives and regulations. It is agreed that the Authority will deal promptly with matters of discipline.
DISCIPLINARY ACTION AND DISCHARGE. Section 1: Probationary employees may be dismissed with or without just cause.
Section 2: The Employer acknowledges the concept of progressive discipline. The Union acknowledges that discipline need not be progressive in nature so long as the punishment is appropriate for the offense. Disciplinary action shall include the following:
a. Verbal warning b. Written warning c. Suspension without pay d. Discharge
DISCIPLINARY ACTION AND DISCHARGE. Section 1: Probationary employees may be dismissed with or without just cause. Employees who have completed their probationary period shall be disciplined or discharged for just cause only.
Section 2: The Employer acknowledges the concept of progressive discipline. The Union acknowledges that discipline need not be progressive in nature so long as the punishment is appropriate for the offense. Disciplinary action shall include the following:
a. Verbal warning b. Written warning
DISCIPLINARY ACTION AND DISCHARGE. Section 1: Written notification shall be issued by Management for substandard job performance, tardiness, absenteeism, insubordination, and unsafe, reckless or undesirable behavior. Copies shall go to the employee, shop ▇▇▇▇▇▇▇, and the Union business agent. The purposes of the disciplinary process are to clearly state expectations, and to coach the employee toward desired conduct.
Section 2: Three (3) written notifications to the same employee within a twelve (12) month period shall constitute grounds for dismissal from the company.
Section 3: All written notifications must be issued within ten (10) working days excluding weekends and holidays after discovery of the action that triggers the notice. All written notifications are subject to the grievance procedure.
Section 4: The Company, without limitation, may discharge any employee for proven theft of company property, destruction of company property, use of intoxicating liquors or drugs during working hours, assault, or for any other just cause.
Section 5: An employee shall be entitled to review their personnel file in the presence of the Manager responsible for Human Resources or the Manager’s appointed representative.
DISCIPLINARY ACTION AND DISCHARGE. A. Both parties to this Agreement recognize that communication is critical to good employer/employee relations and an efficient work place. Except in the case of serious misconduct, verbal communication should always be considered the initial step in the disciplinary process. It is agreed and understood that the following progressive system of discipline shall be followed in disciplining bargaining unit members:
1. Written warning by an appropriate administrator;
2. Written reprimand by an appropriate administrator;
3. Suspension with pay pending a “just cause” hearing (in cases where such a hearing is necessary);
4. Suspension without pay;
DISCIPLINARY ACTION AND DISCHARGE. A. Disciplinary action shall be defined as any action by the Employer including one or more of the following: Oral reprimand, written reprimand, suspension, demotion or discharge or place on probation. Employees placed on probation as disciplinary action shall be entitled to sick, personal and funeral days and shall accumulate sick days and shall be paid for holidays during their disciplinary probationary period.
B. Disciplinary action may be imposed for failure to fulfill the responsibilities as an employee.
C. The Union shall be notified that some disciplinary action has been taken immediately following notification to the employee.
DISCIPLINARY ACTION AND DISCHARGE. Section 1. Probationary employees may be discharged within the employer's sole discretion at any time and there shall be no recourse to the grievance procedure. Seniority employees shall only be discharged for just cause.
Section 2. When an employee within the bargaining unit completes this probationary period, the Employer shall immediately notify the Union.
Section 3. Just cause for immediate discharge of seniority employees, or the employer may, in its sole discretion, impose a lesser form of discipline, shall include, but not be limited to, the following:
DISCIPLINARY ACTION AND DISCHARGE. Employees may be separated from municipal service temporarily or permanently by disciplinary action; less severe disciplinary action may take the form of an oral or written reprimand. The City Manager, or a department head or immediate supervisor with the approval of the City Manager, may for disciplinary purposes suspend an employee without pay for a period of up to and including ten (10) working days. If an employee received two (2) written reprimands for the same or different offenses within a period of twelve (12) consecutive months, he/she shall, along with his/her second reprimand, receive a suspension without pay for a period of time commensurate with the severity of the accumulated offenses, not to exceed ten (10) working days. If an employee received three (3) written reprimands for the same or different offenses within a period of twelve
DISCIPLINARY ACTION AND DISCHARGE. A. Written notification of dismissal, suspension, or other disciplinary action shall be sent to the employee and the Association if the employee is a member of said Association. Among the causes which shall be deemed sufficient for dismissal, suspension, demotion, or disciplinary action are: .
1. unauthorized or excessive absence from work,
2. commitment or conviction of any felony criminal act,
3. conduct unbecoming an employee in public service,
4. disorderly or immoral conduct,
5. incapacity due to mental or physical disability as certified by an appropriate medical authority, 6. incompetency or inefficiency,