Disciplinary Process Clause Samples
The Disciplinary Process clause outlines the procedures an organization follows when addressing employee misconduct or breaches of company policy. Typically, it details the steps involved, such as investigation, notification, hearings, and possible sanctions, ensuring that employees are aware of the consequences and the process is fair and transparent. This clause serves to maintain workplace order and consistency, providing a clear framework for handling disciplinary issues and protecting both the employer and employees from arbitrary or unfair treatment.
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Disciplinary Process. 29.8.1 A decision of an employee’s appropriate supervisor to forward an allegation of misconduct to the Director or designee shall result in the appropriate supervisor not having further decision making involvement into such investigation although the supervisor may make a recommendation as to the appropriate discipline to be administered.
29.8.2 Upon completion of the investigation, the completed investigatory file shall be sent to an impartial supervisor along with a recommendation as to whether the allegations appear to be founded or unfounded. This supervisor shall be unconnected to the investigation, outside of the bargaining unit, and not a witness, investigator for Internal Affairs, or complainant. The supervisor shall normally be the Troop or Division Commander, or his/her designee, of the employee whose conduct is under investigation. If the recommendation is that the case is founded, the supervisor will schedule a disciplinary conference and forward a recommendation to the Agency Director.
29.8.3 The current personnel file of the affected bargaining unit member shall accompany any Internal Affairs file or investigatory file forwarded to the Agency Director to be used as mitigating evidence, and in order for the Agency Director to give due consideration to progressive discipline principles. Before making a decision to place an employee on investigatory suspension without pay, the employee shall be given an opportunity to meet with the Superintendent or his/her designee to present information bearing on the propriety of a suspension without pay. The employee may elect to waive this opportunity.
29.8.4 A disciplinary conference shall be conducted between the employee and the agency director prior to the imposition of the disciplinary action if requested by the employee and the recommended discipline is one of those listed as 3., 4., 5., or 6. in paragraph 29.1.1 (suspension and more serious). The employee shall have three (3) working days’ notice of such meeting. The employee shall have the right to be represented in the disciplinary conference by an individual of his/her choice or legal counsel. The employee shall be afforded an opportunity in such conference to present mitigating circumstances to the Agency Director or designee. The conference can be conducted either telephonically or in person by the Colonel, or if he/she is unavailable, the Lieutenant Colonel. Any discipline ordered or imposed shall be administered to the employee by the Troop o...
Disciplinary Process. (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.
(b) Following notification of the Unit 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond.
(c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 1 Chairperson with a copy to the President of Unifor Local 5555.
(d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates:
i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and
ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.
Disciplinary Process. STEP 2 – Appeal of the Decision
Disciplinary Process. Prior to imposing discipline, except oral and written reprimands, the University will inform the employee and the Union in writing of the reasons for the contemplated discipline, including an explanation of the evidence.
7.3.1 The University will schedule a pre-disciplinary meeting to permit the employee to respond to the notice of intent to discipline. At the beginning of the pre- disciplinary meeting, the University will describe its proposed discipline and the general reasons for issuing the proposed discipline.
7.3.2 The University will inform the employee of its disciplinary decision in writing.
7.3.3 Any decision to discipline an employee with a reduction in pay, or demotion shall require a fifteen (15) day notification before the effective date of the disciplinary action.
7.3.4 The Employer will normally provide an employee with ten (10) calendar days’ written notice prior to the effective date of the termination. If the Employer fails to provide ten (10) calendar days’ notice, the termination will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had ten (10) calendar days’ notice been given. However, the Employer may discharge an employee immediately without pay and without the ten (10) calendar days’ notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize safety or the Employer’s operations. The Employer will provide the reasons immediate action is necessary in the written notice.
Disciplinary Process. A. No State official or employee shall impose or threaten to impose reprisals on employees, discriminate or threaten to discriminate against employees, or otherwise interfere or threaten to interfere with employees, restrain or threaten to restrain employees, or coerce or threaten to coerce employees because of their exercise as a witness before the SPB or its authorized representative.
B. Upon request from CCPOA legal staff, the State will allow the CCPOA Chapter President or designee a reasonable amount of State time to be released from their assignment to attend an SPB hearing to assist CCPOA legal staff on technical issues when the hearing is held at the institution.
C. Consistent with current practice, employees with pending SPB appeals shall be permitted to attend the pre-hearing conference and the evidentiary hearing without loss of compensation, but shall not earn any compensation in the event that the conference/hearing occurs on the employee’s regular day off or overtime if the conference/hearing continues past the employee’s regular shift hours.
Disciplinary Process. Where we find that misconduct or serious misconduct has occurred, there may be justification of disciplinary action. Before taking action against you, we will follow a fair and reasonable process with you, as we consider appropriate in the circumstances. We may terminate your employment without notice (summary dismissal) in the event of serious misconduct which may include but is not limited to: Any serious or persistent breach of this agreement or implied duty of fidelity; Wilful neglect in performing your duties; or Failure to comply with reasonable or lawful directions; or Disclosure of confidential information; or Deception in any way related with your work. Reporting to work whilst under the influence of drugs and/or alcohol, or consuming alcohol and/or drugs on work premises without our approval, or driving whilst under the influence of drugs and/or alcohol using our vehicles. Falsifying information including parental leave requests, annual leave requests or any other documents. Failure to declare any conflict of interest or potential conflict of interest. Unapproved access to or interfering with our computer systems including by deletion, alteration, copying or damage. Disregard and failure to observe health and safety rules or procedures including failure to use safety equipment or clothing provided by us. Unlawful or unapproved removal, possession, or misappropriation of money or property, or damage to property. Using bullying tactics, offensive, aggressive, belittling or threatening language or behaviour at the place of work. Any physical abuse or assault including fighting. Failure to inform us immediately concerning any material change in your personal circumstances which could affect our employment relationship, including notification of any pending criminal charges or of any matters under investigation by any professional body that you belong to. Serious or persistent failure to meet our dress, personal hygiene and grooming standards. Falsification of, or any deed that damages (or has the possibility to damage) us or our client relationships, or brings (or has the possibility to bring) us into disrepute. Acting in a way where coercion, discrimination or exploitation, including sexual and racial harassment or any other form of harassment to others has occurred. Smoking anywhere other than designated areas. Failure to hold or maintain relevant memberships, qualifications and/or licences as necessary to the employment relationship. Falsification...
Disciplinary Process. STEP 3 – Arbitration
Disciplinary Process. 1. No employee shall be disciplined or adversely affected without just cause.
2. Any employee who is not performing adequately shall be given a minimum of one verbal and two written warnings regarding the performance of their duties. In the event the performance is not improved to the level required in writing by the
3. Employees may request to review their personnel file. Such review will be subject to established District and office procedures.
Disciplinary Process. 1. The purpose of disciplinary action is to correct deficiencies in employee performance, to seek improvement to meet appropriate standards, and/or to correct for violation of City policies. The disciplinary process outlined below has been established to provide general guidelines for a fair method for disciplining employees. Performance appraisals and non-punitive constructive disciplinary actions which are designed to assist an employee to improve his/her performance are excluded from the procedural rights specified in this Section.
2. Discipline may be initiated for various reasons, including, but not limited to violations of City and/or Department work rules, insubordination or poor job performance. The severity of the disciplinary action depends on the nature of the offense and an employee’s record, and may range from verbal counseling to immediate dismissal.
3. The normal progressive discipline procedure steps consist of the following, which will be administered in compliance with the Firefighters Bill of Rights.
Disciplinary Process. 12 If discipline is being proposed, the Employer shall provide the Member with a Notice of Proposed Discipline and if directed by the Member, inform the Association that such a notice has been sent within ten (10) working days of the tentative results of the investigation being known. The Notice of Proposed Discipline shall be sent before the investigation is closed and any discipline is imposed.