Progressive Disciplinary Action Clause Samples
The Progressive Disciplinary Action clause establishes a structured process for addressing employee misconduct or performance issues through a series of escalating corrective steps. Typically, this process begins with informal counseling or verbal warnings, followed by written warnings, suspension, and potentially termination if the behavior does not improve. By outlining clear stages and expectations, the clause ensures fairness and transparency in handling workplace discipline, helping both employers and employees understand the consequences of repeated infractions and providing opportunities for improvement before severe action is taken.
Progressive Disciplinary Action. The Township agrees to follow the principles of progressive disciplinary action. For minor offenses, oral and/or written reprimand(s) will precede suspension(s) or discharge. For intermediate offenses, written reprimand(s) or suspension(s) will precede discharge. For offenses of a serious nature the Township may take disciplinary action up to and including discharge for the first offense. An accumulation of offenses may warrant more severe disciplinary action than a first offense. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. For charges other than insubordination, the principles of corrective action will be followed with respect to conduct which is not a violation of law. The charge of insubordination will only be used when no other charge is applicable or when the member has been informed that the member’s conduct, if continued, will be considered insubordinate. Ordinarily, progressive corrective action will involve an oral reprimand before a written reprimand, a written reprimand before a suspension, and a suspension before removal for a repeated offense or an additional related offense. If the offense is of a serious nature, a different disciplinary sequence may be utilized. The commission of a third offense for which an oral or written reprimand could be given shall constitute a serious offense. For any offense of a serious nature, including multiple minor infractions, the member shall at least receive a written reprimand which shall be placed in the member’s personnel file. When there is reason to believe that a member has committed a serious infraction which may lead to either suspension or removal, the Board of Trustees, or its designee, may prefer charges and make disposition against the member. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. The City and the Association recognize the principle of progressive discipline as the form of discipline to be used by the City. Discipline shall be progressive from a minor form of discipline to major disciplinary actions. Serious disciplinary offenses may result in the disciplinary procedure starting at some level other than an oral warning. Discipline steps may be skipped, depending on the severity of the offense. Nonetheless, skipping steps in the discipline process shall be the exception of the general rule requiring following progressive discipline.
Progressive Disciplinary Action. Where appropriate, disciplinary action shall be progressive. Progressive discipline does not mean PCD must start at any particular level when imposing discipline. Rather, the concept of progressive discipline means PCD should consider the relevant facts, to include the employee’s previous disciplinary history (if any), when deciding what level of discipline is appropriate in any particular case. Disciplinary actions could include oral reprimands (also referred as verbal warnings), written reprimands, suspensions without pay, demotions, and termination. For serious events, disciplinary action (even in the context of progressive discipline) may involve more serious consequences – up to and including termination of employment.
Progressive Disciplinary Action.
16.01 While any disciplinary process may lead to disciplinary action, the intent of progressive discipline is that the Employer is to work with the Academic staff member to ensure that there is an acceptable level of improvement to conduct or performance.
16.02 All aspects of the progressive disciplinary process shall be conducted in a fair, reasonable, timely and objective manner.
16.03 When disciplinary action is taken against an academic staff member, that academic staff member shall be informed in writing as to the reason(s) for such action. The academic staff member will be provided with a copy of all written reprimands or written notices of other disciplinary action or correspondence pertaining to the conduct or performance of the academic staff member.
16.04 An academic staff member who is to be interviewed on any disciplinary action shall be entitled to have an Association Representative present at the interview. The Employer shall notify the staff member, in writing, of that right in advance of the meeting and copy the Association.
16.05 An academic staff member who has been subjected to disciplinary action, may after twenty- four (24) months of continuous service from the date the disciplinary action was invoked, request that the member’s personal file be purged of any record of the disciplinary action and if that action has not been taken it shall be deemed to have been purged provided that:
(a) the academic staff member's file does not contain any further record of disciplinary action relating to the same or similar offence during that twenty-four (24) month period,
(b) the disciplinary action is not the subject of an unresolved grievance,
(c) the disciplinary action was five (5) or fewer working days’ suspension without pay. Disciplinary action greater than five working days’ suspension shall remain on the academic staff member’s file for forty- eight (48) months from the date of disciplinary action.
16.06 Access to an academic staff member's personal file shall be provided to the academic staff member or the member’s authorized representative, upon request and within a reasonable time, once in every year and in the event of a grievance or complaint. Upon request, the academic staff member shall be allowed to have an Association Representative present at the time of such examination.
16.07 The personal file referred to in this section is the personal file of an academic staff member maintained by the Employer. Except as provided hereinafter,...
Progressive Disciplinary Action. For minor, non-serious infractions, the principles of progressive disciplinary action will ordinarily be followed. Generally, for a minor, non- serious infraction, an oral reprimand and/or a written reprimand will precede suspension, reduction in pay and/or rank, and removal. If the offense is of a serious nature, constitutes insubordination, or is a violation of law, the Fire Chief and/or Board of Trustees may determine that a different and/or more severe disciplinary sequence be utilized. The commission of multiple minor offenses, whether similar or dissimilar in nature, shall constitute a serious offense and will warrant severe disciplinary action. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the designated grievance representative. During the course of a potential disciplinary investigation or for other administrative reasons, a member may, at the discretion of the Fire Chief or designee, be placed on administrative leave with pay for such time or times and upon such conditions as the Fire Chief may deem necessary. The placement of a member on administrative leave with pay shall not be grieveable or otherwise subject to challenge.
Progressive Disciplinary Action. • 3 points = Verbal clarification of expectations • 5 points = First written warning • 8 points = Second written warning • 10 points = Termination
Progressive Disciplinary Action. The following progression of disciplinary actions are appropriate for progressive and constructive discipline. However, these disciplinary actions are not, nor are they synonymous with, a substitute for specific meaningful administrative assistance, aid and help of a formative evaluation process toward the indicated remediation and change. Progression is not intended to mean each action below must precede an appropriate action. The degree of disciplinary action will be congruent with the seriousness of the professional employee’s behavior which is the cause of discipline.
Progressive Disciplinary Action. For charges other than insubordination, the principles of corrective action will be followed with respect to conduct which is not a violation of law. The charge of insubordination will only be used when no other charge is applicable or when the member has been informed that the member’s conduct, if continued, will be considered in subordination. Ordinarily, progressive corrective action will involve an oral reprimand before a written reprimand, a written reprimand before a suspension, and a suspension before removal for a repeated offense or an additional related offense. If the offense is of a serious nature, a different disciplinary sequence may be utilized. The commission of a third offense for which an oral or written reprimand could be given shall constitute a serious offense. For any offense of a serious nature, including multiple minor infractions, the member shall at least receive a written reprimand which shall be placed in the member’s personnel file. When there is reason to believe that a member has committed a serious infraction which may lead to either suspension or removal, the Board of Trustees may prefer charges and make disposition against the member, as provided in Ohio Revised Code Sections 509.01 and 505.491 et seq. This disciplinary sequence may also be utilized upon recommendation of the Chief to the Board of Trustees. Whenever a member reasonably believes that a meeting or conference with a supervisor may result in disciplinary action, the member may request the presence of the Grievance Representative.
Progressive Disciplinary Action. A. Generally, SacRT subscribes to the principles of progressive disciplinary action when deemed necessary to correct employee conduct or performance. All disciplinary action will be based upon the principles of just cause. The available levels of progressive discipline are as follows: Verbal Warning Written Reprimand Suspension From Employment Without Pay Reduction in Pay Demotion Dismissal From Employment A written notice of disciplinary action will be provided to an employee who will be asked to sign and date the notice to confirm receipt.