Employee Disciplinary Action Sample Clauses

The Employee Disciplinary Action clause outlines the procedures and grounds for addressing employee misconduct or performance issues within an organization. Typically, it details the steps the employer may take, such as verbal or written warnings, suspension, or termination, depending on the severity and frequency of the infraction. This clause ensures a clear, fair, and consistent process for managing disciplinary matters, helping to maintain workplace standards and protect both the employer and employee from arbitrary actions.
Employee Disciplinary Action. 21 Any employee engaging in any activity in violation of this Article shall be subject to 22 disciplinary action, including discharge, by the County without application of the grievance 23 procedure of this Agreement, unless “Section II. above is applicable.
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Employee Disciplinary Action. The disciplinary action process consists of four steps which increase in severity and include: Verbal Warnings with Written Documentation, Written Notices, Suspension Without Pay, and Discharges. Although the steps of the process are generally followed in the above sequence, the exercise of management discretion in individual circumstances may lead to different results such as the escalation of one or more steps, immediate dismissal for certain egregious behavior, or repetition of previous steps. All employees will be treated consistently under management procedure(s) governing disciplinary action.
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Employee Disciplinary Action. No employee shall be disciplined without just and sufficient cause. The following shall be the standard for determining just cause in discipline matters.
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Employee Disciplinary Action. 1. If the District determines that an Employee has not performed their duties as listed in their job classifications and work responsibilities list, notice shall be given in writing to said Employee of their deficiencies and mention made that the lack of improvement or correction on their part may result in their termination. 2. If any disciplinary action is taken, it shall be appropriate and reasonable according to the situation. In addition, the Employee disciplined will be given written notice specifying the disciplinary action that will be taken. 3. Oral reprimands shall be done in a manner that will not embarrass the Employee before other Employees or the public except in emergency cases where health and safety are immediately affected.
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Related to Employee Disciplinary Action

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty