Discipline and Disciplinary Procedure Clause Samples

The Discipline and Disciplinary Procedure clause outlines the rules and processes an organization follows when addressing employee misconduct or breaches of workplace policies. It typically details the steps involved, such as verbal or written warnings, investigations, and possible sanctions, ensuring that employees are aware of the consequences of inappropriate behavior. This clause serves to maintain order and fairness in the workplace by providing a clear, consistent framework for handling disciplinary issues.
Discipline and Disciplinary Procedure. Discipline can be administered in accordance with Article 24 for any violation of any provision of this Labor Agreement. The CITY is committed to utilizing disciplinary actions as a means to change and correct behavior, rather than as a form of punishment or embarrassment. The CITY will normally apply discipline progressively, and both parties acknowledge that there will be times when non-progressive discipline, up to termination, may be warranted. Should the CITY initiate an investigation of alleged employee misconduct; the investigation will be completed along with any disciplinary recommendation, within fourteen (14) calendar days of the initial interview of the subject employee. Should circumstances preclude compliance with this timeframe, the Chief Labor Negotiator will notify the Chief ▇▇▇▇▇▇▇ and request a specific extension of time for completing the investigation. If there is a disciplinary recommendation of suspension, demotion or termination, the required hearing with the City Manager or designee shall be scheduled prior to the end of this fourteen (14) day period or any extensions. (a) Discipline Categories are: conduct, attendance and performance. Each category is defined below.
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Discipline and Disciplinary Procedure. Discipline can be administered in accordance with Article 24 for any violation of any provision of this Labor Agreement. The CITY is committed to utilizing disciplinary actions as a means to change and correct behavior, rather than as a form of punishment or embarrassment. The CITY will normally apply discipline progressively, and both parties acknowledge that there will be times when non-progressive discipline, up to termination, maybe be warranted. Should the CITY initiate an investigation of alleged employee misconduct; the investigation will be completed along with any disciplinary recommendation, within fourteen (14) calendar days of the initial interview of the subject employee. Should circumstances preclude compliance with this timeframe, the Chief Labor Negotiator will notify the Chief ▇▇▇▇▇▇▇ and request a specific extension of time for completing the investigation. If there is a disciplinary recommendation of suspension, demotion or termination, the required hearing with the City Manager or designee shall be scheduled prior to the end of this fourteen (14) day period or any extensions. (a) Discipline Categories are: conduct, attendance and performance. Each category is defined below. (1) Conduct Category: (a) Insubordination; (b) Alcohol or substance abuse on the job; (c) Conduct unbecoming an employee; (d) Conduct which discredits the CITY; (e) Acts of moral turpitude; (f) Granting an improper privilege; (g) Threatening or striking another person; (h) Intentionally falsifying CITY documents; (i) Intentionally giving false statement during an investigation; (j) Engaging or conspiring in the theft of CITY property or supplies; (k) Theft of the personal property of others; (l) Sexual or racial harassment action; (m) Violation of the criminal laws of the United States, State of Nevada, or any other state of which, had it occurred in Nevada, would be a crime in Nevada; (n) Violation of any provision of the Charter of the CITY (o) Violation of department policies; (p) Outside employment that conflicts or interferes with assigned duties; (q) Improper use of one’s employment with the CITY for the employee’s personal and/or financial advantage; (r) Unauthorized use and/or destruction of CITY property, equipment and/or materials; (s) Solicitation as a CITY employee for money, goods, or services not specifically authorized by the City Manager or designee; (t) Acceptance or solicitation of a bribe or any compensation intended to influence the employee in th...
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Discipline and Disciplinary Procedure. 5.1 The City retains the sole right and authority to discipline employees for just cause. This right and authority includes the absolute right to reprimand, either verbally or in writing, suspension, either with or without pay, demotion, discharge, or other types of discipline as may be appropriate to the particular violation, act, or omission. As a part of this sole right and authority management may make, amend and enforce its rules and regulations without consultation or consent of employees or the union, subject to all rules and regulations and amendments thereto being properly posted within the work areas for the department. Any amendments or regulations will be given in writing to a Union Official. 5.2 The following actions or conduct are grounds for immediate discharge without prior discipline; however, this list should not be considered to include all reasons for discharge: a. Intoxication or under the influence of alcohol while on duty. b. Using, selling or being in possession of alcohol or illegal drugs (controlled substances) or drug paraphernalia while on duty or being under the influence of illegal drugs (controlled substances) while on duty. c. Fighting and/or attempting to injure or endanger others. d. Stealing, embezzlement, or intentional destruction of City property. e. Loss of driver’s license for more than ninety (90) days or other operator’s permit or certification for those positions requiring such license or permit. f. Inability to physically or mentally fully perform and accomplish all duties set forth in the employee’s job description even with reasonable accommodation. 5.3 The procedure for disciplinary action shall include notice in writing to the employee with a copy in the employee’s personnel file which includes a statement of the reason(s) for the discipline. It will be the employee’s responsibility to provide the union representative with a copy of any notice. 5.4 In the event of a verbal or written reprimand, the personnel record of the employee will be cleared of any written evidence of such discipline after one (1) year from the date of the discipline, provided there are no other disciplinary actions during the one (1) year period. 5.5 In the event of a suspension, demotion or other action, the personnel record of the employee will be cleared of any written evidence of such discipline after three (3) years from the date of suspension, demotion, or other action, provided there are no other disciplinary actions during the t...
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Discipline and Disciplinary Procedure. Discipline can be administered in accordance with Article 24 for any violation of any provision of this Labor Agreement. The CITY is committed to utilize disciplinary actions as a means to change and correct behavior, rather than as a form of punishment or embarrassment. The CITY will normally apply discipline progressively, and both parties acknowledge that there will be times when non-progressive discipline, up to termination, may be warranted. Should the CITY initiate an investigation of alleged employee misconduct; the investigation will be completed along with any disciplinary recommendation, within fourteen (14) calendar days of the initial employee interview. Should circumstances preclude compliance with this timeframe, the Employee Relations Manager will notify Local 14 and provide an estimate for completing the investigation. If there is a disciplinary recommendation of suspension, demotion or termination, the required hearing with the City Manager or designee may occur after this fourteen (14) day period. Investigations of alleged misconduct or performance deficiencies for employees working within the ▇▇▇▇▇▇▇▇▇ Police Department will normally be conducted jointly by Employee Relations and the management of the Police Department. There will be isolated situations where investigations will be conducted jointly by the Internal Affairs Bureau and Employee Relations. Should such an investigation be initiated, the leadership of Teamsters Local 14 will be advised of the nature and extent of this investigation. Such joint investigation will be conducted under the same framework of due process and just cause as would occur for any other employee working outside the Police Department. DocuSign Envelope ID: 86050EE5-164E-4B69-AB60-C181D9B5242F
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Discipline and Disciplinary Procedure. The parties shall meet and discuss, and as necessary negotiate over, a grievance procedure and disciplinary standards.
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Discipline and Disciplinary Procedure. 1. Discipline can be administered for any violation of any provision of this Labor Agreement. 2. Discipline Categories are: conduct, attendance and performance. Each category is defined below. 3. The following list of offenses shall be used in identifying offenses for which employees shall be given the appropriate penalty or disciplinary measure. However, since this list is not all inclusive, management personnel may identify offenses other than those listed and subsequently initiate the appropriate disciplinary action.
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Related to Discipline and Disciplinary Procedure

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • DISCIPLINE AND DISCHARGE A. Disciplinary actions or measures shall include but not be limited to the following: Oral Reprimand Written Reprimand Suspension - Maximum of 30 days (notice given in writing) Discharge - (notice given in writing) A demotion in classification may be substituted by the Employer in place of a suspension or a discharge; a disciplinary transfer may be made in lieu of an oral or written reprimand. Discipline shall be uniformly applied using a progressive disciplinary procedure, where appropriate. B. Disciplinary action may be imposed upon an employee only for failure to fulfill his/her responsibilities as an employee. Suspensions of less than ten (10) days and lesser disciplining actions may be administered by the Superintendent or his/her designee. C. No discipline of record shall be given to any employee until the employee has read the written statement and had an opportunity to attach a statement of explanation or rebuttal; or if the employee so desires, be given a hearing. At such hearing, the employee may have Union representation. The employee will be asked to sign the disciplinary report to signify knowledge of the statement only. The signature will not be interpreted to signify acceptance or denial of guilt of the charges or statement. D. Upon request by the employee, records of oral and written reprimands shall be removed from an employee's record twelve (12) months from the date of the offense and records of suspensions shall be removed from an employee's records two (2) years from the date of the offense. E. The Employer shall not discipline or discharge any employee without just cause. Any disciplinary action may be appealed through the grievance procedure. Steps of the grievance procedure may mutually be waived in order that the grievance may be filed with the person issuing such disciplinary actions.

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.