Formal Disciplinary Process Clause Samples

The Formal Disciplinary Process clause establishes a structured procedure for addressing employee misconduct or performance issues within an organization. Typically, this process involves a series of steps such as investigation, written warnings, meetings, and opportunities for the employee to respond or improve before more severe actions like suspension or termination are considered. By outlining clear steps and expectations, this clause ensures fairness, transparency, and consistency in handling disciplinary matters, thereby reducing the risk of disputes and promoting a fair workplace environment.
Formal Disciplinary Process. An academic employee has the right to a Union representative at any point in the formal disciplinary process. When a request for such representation is made, no action will be taken with respect to the academic employee until such representation is present. If no Union representation is requested the academic employee will sign a waiver to that effect. The role of the Union representative in regard to the College initiated investigations is to provide assistance and counsel to the academic employee and not to interfere with the College’s right to conduct the investigation. The academic employee will be given the opportunity to participate in the investigation, but must not interfere with the investigation.
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Formal Disciplinary Process. In most circumstances there should be no need to move to a more formal process. However, when such circumstances arise, the process as outlined below will be followed to ensure consistent and fair treatment. At all stages in the formal disciplinary process the following principles apply: • an employee will be given at least 24 hours notice of a formal disciplinary meeting, • the meeting will be scheduled at a time suitable to the employee and their representative, if they choose to have a representative. • an employee has the right to be represented or accompanied by a colleague, employee representative or a Union representative of their choice, • the employee will be advised in writing of the allegations in relation to behaviours and/or performance, either prior to the initial meeting or at that meeting, • the employee will be given sufficient time to respond to the allegations, and, if necessary further meetings will be scheduled, • depending on the seriousness of the allegations, if it is necessary to undertake an investigation into the allegations the employee may be suspended on full pay during such investigations, • if the allegations are proved the employee will be given sufficient time to improve and meet the behaviour/performance standards and the Trust will provide the employee with all reasonable assistance including training Where formal disciplinary action becomes necessary the general process to be followed, based on above principles, will be:
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Formal Disciplinary Process. Management will make every effort to solve problems through an informal process as outlined above, however, if the necessary change does not occur, the formal disciplinary process will be followed as indicated below: Oral Reprimand/Warning Written Reprimand/Warning Decision-making Leave (Suspension) Discharge During the term of this Collective Agreement, the parties shall meeting in a labour/management meeting for the purpose of discussing the implementation of a job sharing program. In the event of amalgamation, regionalisation, merger, or transfer, CUPE Local 2898 has successor rights as per the Labour Relations Act of Ontario. In its negotiations regarding amalgamation, regionalisation, merger or transfer of any or all programs of the Agency, the EMPLOYER recognizes that Section 13 (2) of the Employment Standards Act provides protection for employees (in this agreement CUPE Local 2898 members) regarding both employment and seniority , however the EMPLOYER will also obtain written assurance from the third party or parties that all employees who are members of CUPE Local 2898 will retain their jobs for a minimum of one year.
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Formal Disciplinary Process. Management will make every effort to solve problems through an informal process as outlined above, however, if the necessary change does not occur, the formal disciplinary process will be followed as indicated below: Oral Reprimand/Warning Written Reprimand/Warning Decision-making Leave (Suspension) Discharge In cases where there is clear evidence of serious misconduct (e.g. mistreatment of clients, breach of confidentiality), Management has the right and the responsibility to proceed directly to the formal disciplinary process. ▇▇▇▇▇▇▇▇.▇▇▇ During the term of this Collective Agreement, the parties shall meeting in a labour/management meeting for the purpose of discussing the implementation of a job sharing program. Originally signed at Ottawa on June 9, 1998. FOR THE UNION FOR THE EMPLOYER ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Franca DiDiomete In the event of amalgamation, regionalisation, merger, or transfer, CUPE Local 2898 has successor rights as per the Labour Relations Act of Ontario. In its negotiations regarding amalgamation, regionalisation, merger or transfer of any or all programs of the Agency, the EMPLOYER recognizes that Section 13 (2) of the Employment Standards Act provides protection for employees (in this agreement CUPE Local 2898 members) regarding both employment and seniority , however the EMPLOYER will also obtain written assurance from the third party or parties that all employees who are members of CUPE Local 2898 will retain their jobs for a minimum of one year.
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Formal Disciplinary Process 
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Related to Formal Disciplinary Process

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 1 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and, if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 1 Chairperson with a copy to the President of Unifor Local 5555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Formal Process STEP 3 –

  • 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.