Discipline Process Sample Clauses

Discipline Process. When considering discipline beyond an oral warning, the following provisions will be followed:

Discipline Process. (a) All disciplinary action shall be dealt with by the Employee’s Manager/Chair. Input and information pertaining to the disciplinary action, however, will be given by the Employee’s Immediate Supervisor who may be a member of the Mount Royal Staff Association. (b) The University and Association believe discipline should be administered in a timely and professional manner. Disciplinary action, unless otherwise stipulated under licensing or Provincial Legislation requirements, will normally take place within fifteen (15) working days of the date the Manager/Chair substantiates the allegation that prompted the action, receives an investigation result substantiating an alleged misconduct, or after clear demonstration that non-discipline efforts are unsuccessful.

Discipline Process. When an employee is disciplined and the disciplinary measures become part of the employee's personal employment record, then the employee will be accompanied by the Shop ▇▇▇▇▇▇▇ from his/her area if that Shop ▇▇▇▇▇▇▇ is on site. If the employee's Shop ▇▇▇▇▇▇▇ is not available, the employee will select another Shop ▇▇▇▇▇▇▇ who is on site.

Discipline Process. The University and the MSA recognize the principles of due process progressive discipline. Discipline should be administered in a timely and professional manner following a thorough and fair investigation by an impartial, qualified individual. Progressive discipline is a process which imposes the minimum consequence necessary to correct employee performance concerns, followed by consequences of increasing severity. The purpose of these actions is to ensure the employee has:

Discipline Process. Matters of alleged administrative misconduct shall be subject to grievance and arbitration procedures under Articles III and IV of the CIR Agreement. Matters of alleged professional misconduct based on issues of clinical performance or competence shall be subject to the procedures under Article XVII of the CIR Agreement.

Discipline Process. The General Manager may dismiss, suspend or involuntarily demote a full-time employee only for cause. (a) If the General Manager proposes to dismiss, suspend or involuntarily demote a full-time or part-time employee, he shall provide the employee with written notice of the charge or charges and materials upon which the proposed action is based prior to any final disciplinary action being taken. The employee may waive the right to respond. Responses, if made, may be oral or in writing and shall be communicated to the General Manager within three (3) working days following the date of service of notice. If no response or request for extension of time to respond is received by the General Manager within such three (3) days, the right to respond will be deemed waived. The General Manager may place the affected employee on leave of absence with pay during the three (3) day response period. On written request within such three (3) days by the employee showing good cause therefore, the General Manager may extend the time for response for a reasonable period not to exceed ten (10) days from the time of service of the notice on condition that the employee designate in writing that the time extension shall be charged to earned vacation leave, compensatory time credits or leave of absence without pay. The General Manager shall consider the response, if any, of the employee in determining the propriety and nature of disciplinary action. (b) If the General Manager determines to dismiss, suspend or involuntarily demote a full-time or part-time employee, the order of the General Manager shall be in writing and shall state specifically the reason for the action. The employee may appeal a decision of the General Manager to dismiss, suspend or involuntarily demote the employee by filing a petition for hearing with the Board of Directors within ten (10) working days of receipt of the order. The petition shall state whether the employee requests an open or closed hearing. (c) Within thirty (30) days of receipt of a petition, the matter shall be placed on the agenda of the Board of Directors for purposes of setting a hearing date. (d) The Board of Directors may, in its discretion, appoint a hearing officer to hear the appeal. The hearing officer shall be an employee of the State Office of Administrative Hearings or a member of the State Bar of California. A hearing before the hearing officer shall be conducted in the manner of hearings conducted under the Administrative Proced...

Discipline Process. It is the intent of the University to treat NTT faculty members with respect. This includes not disciplining NTT faculty members in the presence of others and not using the media to address disciplinary issues. Both parties acknowledge the dynamic nature of disciplinary issues and recognize that unanticipated circumstances may require an exceptional response. The University subscribes to the general principles of progressive discipline and shall only discipline NTT faculty members for cause. Discipline shall be limited to the following: 1. Oral warning 2. Written reprimand 3. Suspension (with or without pay)

Discipline Process. The parties recognize that disciplinary actions shall be progressive in nature if they are to correct the conduct of a unit member. The District agrees to follow a course of progressive discipline. It is understood, however, that progressive discipline does not follow any specific sequence of disciplinary actions and that major offenses will be cause for severe disciplinary actions. When the District commences the investigation of an employee in the bargaining unit to determine whether or not discipline should be imposed on such employee, it shall immediately notify SEIU, Local 1021, in writing of the investigation, including the purpose of the investigation and the reason(s) therefore, including any allegations and charges made against the employee being investigated. The District shall not interview and/or question any employee in the bargaining unit, formally or informally, for investigative purposes to determine whether or not to impose discipline, without the employee being advised of their right to have their SEIU, Local 1021, representative present during the meeting as Board Regulation 6914 Section 2.1.5. When the District determines that disciplinary action is warranted, it will proceed by following the provisions in Board Policy P-6911: Definitions, P-6912: Just Cause for Discipline, P- 6913: Counseling Memo/Letter of Reprimand, P-6914: Severe Disciplinary Action, P-6915: Appeal Process, Board Regulation R-6913: Counseling Memo/Letter of Reprimand, and R- 6914: Severe Disciplinary Action. (See Appendix C for further information on above Board Policies and Regulations.)

Discipline Process. All adults who are working in the school are part of the discipline process. This is to say that teachers are responsible for all students, and not necessarily just the students in their class. As an example, if a particular staff member happens to be the adult who sees inappropriate behavior by a student, it will be that staff member’s responsibility to address the behavior. If it is of a serious nature, by all means the homeroom teacher should be involved, but most of the behaviors that staff will experience with the students can be handled with friendly reminders and clarification of the school’s expectations. Teachers are expected to try a variety of interventions and consequences before they involve the Administration in their discipline process. Warnings, withholding of privileges (such as recess), issuing behavior infractions, detention, and parent contacts are all examples of interventions that a teacher might try before involving the Principal and Head of School. If these attempts have been tried and the student is still having difficulties making good behavioral choices, then involvement of the Administration for discipline will be encouraged. When the teacher conducts a discipline conference with a student, this is the general process that will be used. Teachers are also encouraged to document any interventions with students. Step 1: Identify the Problem