Prior Disciplines Sample Clauses

The "Prior Disciplines" clause defines how previous disciplinary actions or records are considered in the context of a current agreement or proceeding. Typically, this clause outlines whether past infractions, warnings, or sanctions can be referenced or used as a basis for further action, such as escalating penalties for repeated misconduct. Its core function is to clarify the relevance and impact of an individual's disciplinary history, ensuring consistency and fairness in the application of rules or consequences.
Prior Disciplines. In imposing any discipline, the Agency will not take into account any discipline that was imposed more than one (1) year prior, unless it is a Grievous Violation or Serious Violation involving an abuse or neglect issue, in which case the Agency can consider it in disciplining the employee for three (3) years. An employee’s entire work record, including disciplinary actions more than one (1) year old, but not more than five (5) years old, may be introduced and considered in any arbitration where the reasonableness of the disciplinary action is challenged. However if during any arbitration where the reasonableness of a disciplinary action is challenged, the Union alleges that the employees work history is positive, then the Agency may introduce the employee's entire work history.
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Prior Disciplines. In imposing any discipline the Employer shall not take into account any discipline which was imposed more than twelve (12) months prior for the same infraction.
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Prior Disciplines. In imposing any discipline, the Employer shall not take into account any discipline which was imposed more than twelve (12) months prior. Any incidents of working under the influence will be handled in accordance with the agency Drug and Alcohol policy.
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Related to Prior Disciplines

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Student Discipline a) CONTRACTOR shall maintain and abide by a written policy for student discipline that is consistent with state and federal law and regulations. Using forms developed by the California Department of Education or as otherwise mutually agreed upon by CONTRACTOR and ▇▇▇, CONTRACTOR shall provide LEA, on a monthly basis, a written report of all incidents in which a statutory offense is committed by any LEA student, regardless if it results in a disciplinary action of suspension or expulsion. This includes all statutory offenses as described in Education Codes 48900 and 48915. CONTRACTOR shall also include, in this monthly report, incidents resulting in the use of a behavioral restraint and/or seclusion even if they were not a result of a violation of Education Code Sections 48900 and 48915. b) When NPS CONTRACTOR seeks to remove a LEA student from his/her current educational placement for disciplinary reasons, CONTRACTOR shall immediately submit a written discipline report to the LEA. Written discipline reports shall include, but not be limited to: the LEA student’s name; the time, date, and description of the misconduct; the disciplinary action taken by CONTRACTOR; and the rationale for such disciplinary action. A copy of the LEA student’s behavior plan, if any, shall be submitted with the written discipline report. CONTRACTOR and ▇▇▇ agree to participate in a manifestation determination at an IEP/IFSP meeting no later than the tenth (10th) day of suspension. ▇▇▇ shall notify and invite CONTRACTOR representatives to the IEP/IFSP team meeting where the manifestation determination will be made.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • DISCIPLINE OF EMPLOYEES Section 1 Employees may be disciplined, suspended, and discharged only for a reason that is not arbitrary or capricious. The employer shall utilize corrective, progressive, discipline in such cases and shall initiate action within thirty (30) days of becoming aware of an employee’s conduct giving rise to such action. The progressive discipline steps may include: verbal warning, written warning or written reprimand, suspension with or without pay, and discharge. It is understood and agreed that corrective progressive discipline allows the Board to skip lower levels of discipline and impose higher levels of discipline, including discharge, so long as there is just cause for the discipline which is imposed based upon the employee’s conduct or disciplinary history. Notice of verbal warning shall be documented in writing and labeled “verbal warning” with a copy presented to the employee and a copy placed in the employee’s personnel file. All forms of written discipline shall be presented to the employee and a copy shall be placed in the employee’s personnel file. Verbal warning notices shall be removed from the personnel file two (2) years after their issuance, providing there is no further disciplinary action during the two (2) year period. If there is further disciplinary action within this two-year period, the verbal warning notice permanently will remain in the personnel file. Section 2 All employees shall be entitled upon request to have present an Association representative during any disciplinary action or any investigation that may lead to disciplinary action. Section 3 When any material, other than necessary employment information, is to be placed in a bargaining unit member’s personnel file, the affected bargaining unit member shall review and sign and date said material. Such signature shall be understood to indicate awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material. The preceding statement shall be placed on any such material to be placed in an employee’s personnel file immediately adjacent to the employee signature. If an employee refuses to sign such material, the refusal shall be noted on the material and the material shall be placed in the employee’s personnel file.