Form of Discipline Sample Clauses
The 'Form of Discipline' clause defines the methods and procedures an organization may use to address employee misconduct or performance issues. It typically outlines the types of disciplinary actions available, such as verbal warnings, written warnings, suspension, or termination, and may specify the circumstances under which each form is appropriate. By clearly establishing the disciplinary process, this clause ensures consistency and fairness in handling employee issues, reducing ambiguity and potential disputes.
Form of Discipline. The following disciplinary action may be taken by the Authority: (a) documented warning; (b) written reprimand; (c) suspension without pay; (d) discharge from employment; (e) working suspension; (f) forfeiture of paid leave; and (g) reduction in pay or rank. A notice of counseling is not considered discipline.
Form of Discipline. If the Board has reason to discipline an employee, it shall be done in a manner that is least likely to embarrass the employee before other employees or the public. Whenever discipline is anticipated, the employee shall have a right to Union representation. Union representation is to be defined as a Union ▇▇▇▇▇▇▇ or Union Representative.
Form of Discipline. If Addus has reason to discipline an employee, Addus shall make commercially reasonable efforts to discipline the employee in private and in a manner that is not intended to embarrass the employee before other employees, clients, or the public.
Form of Discipline. Disciplinary action shall include oral or written reprimands, suspensions with or without pay, and discharges. Section 7.3. Pre-discipline Process, Predetermination Conference.
A. No discharge or suspension shall be imposed before scheduling a predetermination conference, conducted by the Health Commissioner or his designee. Union representatives may be present at such hearing at the employee’s request. The employee, or the Union on their behalf, may waive in writing the predetermination conference.
B. If suspensions or discharge discipline is being considered against an employee, the employee and the Union must be notified of the predetermination conference within thirty (30) calendar days after the Employer had concluded the investigation, or with reasonable diligence should have concluded the investigation, and that discipline appears to be warranted. The submission of the investigation results to the personnel committee of the Board (when appropriate) is considered as part of the Employer’s investigation process and the timeline is not to commence until after the personnel committee is made aware of the matter and provided an opportunity to respond to the Administration.
C. The Employee and the Union must be notified of the results of the predetermination conference within ten (10) workdays of the conference being held. If the Employer has not given the required notice contained herein, the Employer shall not pursue the discipline and the employee shall be held harmless.
Form of Discipline. Disciplinary action shall include oral or written reprimands, suspensions with or without pay, and discharges. Section 7.3. Pre-discipline Process, Predetermination Conference.
A. If suspension or discharge is being considered against an employee, the employee and the Union must be notified of the predetermination conference within thirty
Form of Discipline. Discipline shall be in writing and shall contain specific statements and documentation concerning the reason for the discipline, and state which rule or regulation was violated, and shall be signed by the Chief of Police or City Manager in the Chief’s absence and by the employee. A copy shall be given to the employee and the Union.
Form of Discipline. The Employer agrees with the principles of fairness and consistency in imposing discipline. Generally, disciplinary action will include the following steps: Oral reprimand Written reprimand Suspension Discharge In determining what disciplinary action is appropriate, the Employer will consider the nature and gravity of the misconduct, the employee's disciplinary record and any mitigating circumstances. Certain serious misconduct may result in suspension or automatic discharge as defined in the Rules and Regulations Governing Employee Conduct. Oral warnings and written warnings shall remain in an employee’s personnel file, but will not be considered for purposes of progressive discipline after twelve (12) months, if the employee has not additional discipline for the same or similar offense. Suspensions, other than for offenses that constitute a criminal or civil violation of federal, state or municipal law, will no longer be considered in determining future disciplinary actions eighteen
Form of Discipline. Written reprimands, suspensions, withholding of a salary increase or increment, and discharges will be in written form and shall be subject to the grievance procedure of this Agreement.
Form of Discipline. The Employer agrees with the principles of fairness and consistency in imposing discipline. Generally, disciplinary action will include the following steps: Oral reprimand Written reprimand Suspension Discharge In determining what disciplinary action is appropriate, the Employer will consider the nature and gravity of the misconduct, the employee's disciplinary record and any mitigating circumstances. Certain serious misconduct may result in suspension or automatic discharge as defined in the Rules and Regulations Governing Employee Conduct (see Appendix ).