Common use of Progressive and Corrective Discipline Clause in Contracts

Progressive and Corrective Discipline. When disciplinary action, suspension or termination becomes appropriate, the principles of corrective, progressive discipline shall, to the fullest extent possible, be followed. Disciplinary action shall range from ▇▇▇▇▇ ▇ (▇▇▇▇▇ ▇▇▇▇▇▇) to ▇▇▇▇▇ ▇ (▇▇▇▇▇▇▇▇▇). ▇▇▇▇▇ ▇ ▇▇▇▇ ▇▇ for relatively minor problems where the employee has had few prior or recent problems. Level 2 will involve a suspension without pay and will be for more serious problems, including multiple or frequent repeat problems. Level 3 will involve discharge and will be for the most serious problems or for continuing problems after the employee fails to respond to ▇▇▇▇▇ ▇ discipline. A. Supervisors shall be responsible for detecting unsatisfactory performance or conduct by subordinate personnel, conducting a thorough investigation of same, and submitting a comprehensive written report and recommendation for disciplinary action to the next higher ("reviewing") officer. The reviewing officer shall review the appropriateness of the disciplinary recommendation and the basis therefor, and approve or disapprove the recommendation. If a recommendation for Level 1 discipline is approved or agreed upon by the supervisor and the reviewing officer, they shall meet with the employee involved and impose the disciplinary action. If the supervisor and the reviewing officer disagree as to the appropriateness of the disciplinary action or the basis therefor, or if the recommendation involves Level 2 or Level 3 discipline, the matter shall be referred for determination by a non-unit employee designated by the Sheriff. Neither the reviewing officer nor the designated non-unit employee shall be required to conduct an investigation independent of the supervisor. Delay caused by obtaining review of recommended disciplinary action shall not be a basis for avoiding or reducing disciplinary action. B. Before imposing Level 2 or 3 discipline, a non-unit employee designated by the Sheriff shall offer an employee an informal hearing during which the employee is informed of the allegations against him and the general nature of the evidence, and is given an opportunity to respond. If Level 2 or 3 discipline is approved by the designated non-unit employee, the designated non-unit employee (and the supervisor, if available) shall meet with the employee involved and impose the disciplinary action. C. A notation of any disciplinary action, briefly describing the specific incident or infraction, shall be placed in the disciplined employee's personnel record and copies shall be given to the employee and the Union. A notation of Level 2 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and duration of any previous suspensions without pay. D. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 2 or 3 discipline immediately in appropriate cases or from suspending any employee pending further investigation.

Progressive and Corrective Discipline. When disciplinary action, suspension or termination becomes appropriate, the principles of corrective, progressive discipline shall, to the fullest extent possible, be followed. Disciplinary action shall range from ▇▇▇▇▇ ▇ Level 1 (▇▇▇▇▇ ▇▇▇▇▇▇least severe) to ▇▇▇▇▇ ▇ Level 3 (▇▇▇▇▇▇▇▇▇discharge). ▇▇▇▇▇ ▇ ▇▇▇▇ ▇▇ Level 1 will be for relatively minor problems where the employee has had few prior or recent problems. Level 2 will involve a suspension without pay and will be for more serious problems, including multiple or frequent repeat problems. Level 3 will involve discharge and will be for the most serious problems or for continuing problems after the employee fails to respond to ▇▇▇▇▇ ▇ Level 2 discipline. A. Supervisors shall be responsible for detecting unsatisfactory performance or conduct by subordinate personnel, conducting a thorough investigation of same, and submitting a comprehensive written report and recommendation for disciplinary action to the next higher ("reviewing") officer. The reviewing officer shall review the appropriateness of the disciplinary recommendation and the basis therefor, therefor and approve or disapprove the recommendation. If a recommendation for Level 1 discipline is approved or agreed upon by the supervisor and the reviewing officer, they shall meet with the employee involved and impose the disciplinary action. If the supervisor and the reviewing officer disagree as to the appropriateness of the disciplinary action or the basis therefor, or if the recommendation involves Level 2 or Level 3 discipline, the matter shall be referred for determination by a non-unit employee designated by the Sheriff. Neither the reviewing officer nor the designated non-unit employee shall be required to conduct an investigation independent of the supervisor. Delay caused by obtaining review of recommended disciplinary action shall not be a basis for avoiding or reducing disciplinary action. B. Before imposing Level 2 or 3 discipline, a non-unit employee designated by the Sheriff shall offer an employee an informal hearing during which the employee is informed of the allegations against him them and the general nature of the evidence, and is given an opportunity to respond. If Level 2 or 3 discipline is approved by the designated non-unit employee, the designated non-unit employee (and the supervisor, if available) shall meet with the employee involved and impose the disciplinary action. C. A notation of any disciplinary action, briefly describing the specific incident or infraction, shall be placed in the disciplined employee's personnel record and copies shall be given to the employee and the Union. A notation of Level 2 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and duration of any previous suspensions without pay. D. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 2 or 3 discipline immediately in appropriate cases or from suspending any employee pending further investigation.

Progressive and Corrective Discipline. When disciplinary action, suspension or termination becomes appropriate, the principles of corrective, progressive discipline shall, to the fullest extent possible, be followed. Disciplinary action shall range from ▇▇▇▇▇ ▇ Level 1 (▇▇▇▇▇ ▇▇▇▇▇▇least severe) to ▇▇▇▇▇ ▇ Level 3 (▇▇▇▇▇▇▇▇▇discharge). ▇▇▇▇▇ ▇ ▇▇▇▇ ▇▇ Level 1 will be for relatively minor problems where the employee has had few prior or recent problems. Level 2 will involve a suspension without pay and will be for more serious problems, including multiple or frequent repeat problems. Level 3 will involve discharge and will be for the most serious problems or for continuing problems after the employee fails to respond to ▇▇▇▇▇ ▇ Level 2 discipline. A. Supervisors shall be responsible for detecting unsatisfactory performance or conduct by subordinate personnel, conducting a thorough investigation of same, and submitting a comprehensive written report and recommendation for disciplinary action to the next higher ("reviewing") officer. The reviewing officer shall review the appropriateness of the disciplinary recommendation and the basis therefor, and approve or disapprove the recommendation. If a recommendation for Level 1 discipline is approved or agreed upon by the supervisor and the reviewing officer, they shall meet with the employee involved and impose the disciplinary action. If the supervisor and the reviewing officer disagree as to the appropriateness of the disciplinary action or the basis therefor, or if the recommendation involves Level 2 or Level 3 discipline, the matter shall be referred for determination by a non-unit employee designated by the Sheriff. Neither the reviewing officer nor the designated non-unit employee shall be required to conduct an investigation independent of the supervisor. Delay caused by obtaining review of recommended disciplinary action shall not be a basis for avoiding or reducing disciplinary action. B. Before imposing Level 2 or 3 discipline, a non-unit employee designated by the Sheriff shall offer an employee an informal hearing during which the employee is informed of the allegations against him and the general nature of the evidence, and is given an opportunity to respond. If Level 2 or 3 discipline is approved by the designated non-unit employee, the designated non-unit employee (and the supervisor, if available) shall meet with the employee involved and impose the disciplinary action. C. A notation of any disciplinary action, briefly describing the specific incident or infraction, shall be placed in the disciplined employee's personnel record and copies shall be given to the employee and the Union. A notation of Level 2 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and duration of any previous suspensions without pay. D. Nothing contained in the Agreement shall be construed to prevent the Employer from imposing Level 2 or 3 discipline immediately in appropriate cases or from suspending any employee pending further investigation.