Formal Disciplinary Action Clause Samples
The Formal Disciplinary Action clause outlines the procedures and standards an organization follows when addressing employee misconduct or performance issues. Typically, this clause details the steps involved, such as written warnings, investigations, hearings, and possible sanctions, ensuring that employees are aware of the process and their rights throughout. Its core function is to provide a fair, transparent, and consistent framework for managing disciplinary matters, thereby protecting both the organization and employees from arbitrary or unjust treatment.
Formal Disciplinary Action. The period of time when a written reprimand and/or possible suspension occurs.
Formal Disciplinary Action. (Step 3)
Formal Disciplinary Action. The Superintendent of Schools shall initiate the charges for disciplinary action. The Superintendent shall give the employee written notice of the specific charges against him/her in ordinary and concise language citing the specific acts and omissions upon which the disciplinary action is based, a statement of the cause for the action taken, and if it is claimed that the employee has violated any Board and/or administrative rule or regulation, such rule and or regulation shall be set forth in said notice. The notice shall contain a statement of the employee's right to a hearing on such charges and the time within which such hearing may be requested which shall be not less than five (5) days after service of the notice to the employee. The notice shall contain a card or paper, the signing and filing of which shall constitute a demand for hearing, and a denial of all charges.
Formal Disciplinary Action a written reprimand, a suspension or a removal.
Formal Disciplinary Action. (Serious Misdemeanour)
3.4.6.1. The First Stage
3.4.6.1.1. The Team Leader/Senior Consultant will conduct an
3.4.6.1.2. Following the investigation the employee will be informed of the facts and asked to explain at a formal Disciplinary Conference.
3.4.6.1.3. If the employee's explanation is not considered to be acceptable, then he or she may be given a first warning.
Formal Disciplinary Action. With the exception of a written letter of reprimand, the procedure for taking a formal disciplinary action is as follows:
Formal Disciplinary Action. Formal disciplinary action that may be applied by the School, or any combination thereof, includes:
3.2.1. A recorded warning or demerit;
3.2.2. Contact Parents and an interview with Parents, generally after the conducting of an investigation by the School;
3.2.3. Removal of a privilege(s);
3.2.4. School service or community service activities.
3.2.5. Suspension from class or school for a period of time, depending on the transgression in order to complete a reflective task in line with our philosophy of restorative justice;
3.2.6. Suspension for a period from class, specific activities or from attending the School, pending the convening of a formal disciplinary hearing, and/or as a form of corrective action; suspension may be assigned without a disciplinary hearing with the Admission Agreement of the Parents;
3.2.7. Expulsion, as a last resort in the case of serious or repeated misconduct, usually after the conducting of a disciplinary hearing, unless a hearing is declined by the Parents;
3.2.8. Discipline will, wherever feasible and effective, be applied purposefully. Repeated committing of a similar or related offence will result in incrementally more severe action being taken, particularly where a clear pattern or trend is indicated by the Pupil’s continued misconduct. A serious first incident may, however, justify a severe penalty, and mitigate against the imposition of a lesser form of action;
3.2.9. Warnings/demerits issued by the School will be noted on the Pupil’s record. Copies of warnings/demerits issued will also be provided to the Parents. Parents will be informed of the issue of the demerit.
Formal Disciplinary Action. The procedure for taking a formal disciplinary action is for the Employer to issue a notice of proposed disciplinary action which will advise the Employee of the infraction or breach of conduct and why the Employer believes the Employee engaged in the misconduct. The notice of proposed disciplinary action will also advise the Employee when, where and how they may submit matters that they want the deciding official to consider before making a final decision on whether to impose discipline. The Employee will be given at least fifteen (15) days to respond, absent exigent circumstances. The Employee may seek the assistance of the Union and to have the Union as a representative.
Formal Disciplinary Action. The procedure for taking a formal disciplinary action is for the Employer to issue a notice of proposed disciplinary action which will advise the Employee of the infraction or breach of conduct and why the Employer believes the Employee engaged in the misconduct. The notice of proposed disciplinary action will also advise the Employee when, where and how they may submit matters that they want the deciding official to consider before making a final decision on whether to impose discipline. Under normal circumstances, excepting situations that are contrary to law, rule or government wide regulation (i.e. Crime provision or Furlough), the Employee will be given a reasonable amount of time but not less than 24 hours for non-appealable actions and not less than 7 days for appealable actions to respond. The Employee may seek the assistance of the union and to have the union as a representative.
Formal Disciplinary Action. In circumstances under which non-disciplinary measures are unsuccessful, or in cases of serious misconduct, formal disciplinary action may be undertaken pursuant to this policy and process. Disciplinary Action is issued to a Resident as the result of Academic Deficiency or Misconduct. A program is not required to issue a Resident any form of non-disciplinary, remedial action as a prerequisite to recommending or taking Disciplinary Action. Serious Academic Deficiencies and/or Misconduct may warrant Disciplinary Action, up to and including dismissal, regardless of whether a Resident ever received or was subject to any prior form of remedial action.