Formal disciplinary Sample Clauses

A formal disciplinary clause outlines the procedures and standards an organization follows when addressing employee misconduct or performance issues. Typically, it details the steps involved, such as investigation, written warnings, hearings, and possible sanctions, ensuring that both employer and employee understand the process. This clause serves to provide a fair, transparent, and consistent approach to discipline, protecting both parties' rights and minimizing the risk of disputes or claims of unfair treatment.
Formal disciplinary action is not taken lightly. The University's experience has been that nearly all staff perform well, conduct themselves reasonably, and overcome minor problems without the need for formal discipline. Initially, problems are dealt with in the expectation that staff will give of their best once a deficiency is pointed out and that any difficulties can be overcome at the workplace level.
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Formal disciplinary. Action means any action by the University to discipline a Staff Member for unsatisfactory performance or misconduct or serious misconduct in accordance with and is limited to: (a) counselling; (b) written warning; (c) formal censure; (d) withholding of an increment; (e) varying the Staff Member's duties/removing any Administrative position; (f) demotion by one or more classification levels or increments; and/or (g) termination of employment. In cases of Misconduct, disciplinary action is limited to (a) to (f) above. Procedures Local Resolution
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Formal disciplinary reprimand meeting(s) shall be in private. Either the Administration or the employee has the right to representation at any disciplinary/reprimand meeting.
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Formal disciplinary action shall include a statement to the employee advising of the reasons and action to be taken. Prior to termination, an employee shall be entitled to a pre-termination hearing with the Fire Chief or designee.‌
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Formal disciplinary. Dismissal Procedures It is expected that employees will conduct themselves properly and competently in their work. The parties to this agreement agree that the following procedures are therefore intended to be used where such trust is considered to be abused or there is negligence of responsibility requiring formal admonishment or there exists a lack of competence in carrying out duties. The employers aim to help employees meet our standards of personal conduct and to ensure that everyone is treated in a fair and consistent manner. The parties hope that any issues arising from employees conduct or their performance in their role can be handled quickly and effectively on an informal basis. However, there may be occasions when this approach does not work, or where an alleged misconduct is too serious for such informal discussion. In these instances, the formal Disciplinary Procedure set out below will be followed. Before considering any form of disciplinary action, a meeting and investigation into the alleged misconduct/performance issue will be carried out. Prior to any disciplinary meeting, employees will be advised, in writing, of the specific allegation/s and of the likely consequences should the allegation/s be found to be true. Employees will also be advised that they are entitled to have a support person or representative at the formal disciplinary meeting. During the meeting employees will be given an opportunity to respond to the allegation/s. Employees explanations and any mitigating circumstances will be considered before a decision is made on the appropriate course of action. If, following the meeting, the employer decides to issue a warning, this will be formally and clearly issued and confirmed in writing. Employees will be advised of any corrective action that is required and the consequence of continued or further instances of misconduct or substandard job performance. Employees will be provided with any training/support necessary to assist you in taking corrective action. Except where stated otherwise in the Agreement, there are 3 steps in the formal disciplinary procedure that will generally be followed, if after investigations, misconduct is found to have occurred. These are: a. First written warning b. Final written warning c. Dismissal Please note that warnings are not limited to repetitions of the same or a similar offence but may be applied to offences of a different nature. Warnings will be as notified by the Manager but will be for n...
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Formal disciplinary. Hearings This solution must introduce transparent and effective management of the tasks associated with a Disciplinary Hearing process and to ensure that all records related to this process are kept in a central electronic repository. The Disciplinary process must be initiated when the applicable misconduct forms as well as supporting documentation is submitted to HR and/or the Registration office for scanning, indexing and filing (Personnel File). The minimum information must be captured by the registration office or relevant HR functionary.
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Formal disciplinary. INVESTIGATIONS The City will follow the procedures contained in Sections 112.80 through 112.84 of the Florida Statutes (Firefighters’ Bill of Rights) when conducting formal disciplinary investigations.
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Formal disciplinary. Action (Serious Misdemeanour) 3.
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Related to Formal disciplinary

  • Formal Grievance Step 1 6

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.