Progressive Discipline Steps Sample Clauses

Progressive Discipline Steps. The following are the progressive disciplinary steps; they will be followed where appropriate. The employee may have union representation at each of these steps. The step in the process is determined by factors including but not limited to severity of the offense, impact on patients, other employees and/or operations, date of the last discipline, and other mitigating or aggravating factors.

Progressive Discipline Steps. The following steps of progressive discipline will be used by the administration: Step 1 Verbal Reprimand Step 2 Written Reprimand Step 3 Suspension with or without pay, not to exceed five (5) days. Step 4 Suspension with or without pay, not to exceed ten (10) days. Step 5 Termination in accordance with O.R.C. 3319.16 Steps may be bypassed for flagrant violations.

Progressive Discipline Steps. (a) Oral warning (b) Written warning (c) Written reprimand placed in personnel file (d) Suspension placed in personnel file

Progressive Discipline Steps. It is recommended that department management document all steps of the progressive discipline process as they occur, as well as warnings of further corrective action if the unacceptable performance or behavior is not corrected. In each step, department management is advised to state the next step to be taken if the performance does not improve. However, in cases of serious misconduct, the employee may be immediately terminated or suspended from the work force with Human Resources approval. The steps involved in the process may include verbal discussion, written warning, suspension without pay, final warning, or termination. Any disciplinary step may be omitted depending upon the severity of the incident.

Progressive Discipline Steps. Any disciplinary action taken shall directly correspond to the nature and severity of the offense. When appropriate, an employee will be verbally counseled in advance of higher-level discipline, including the opportunity for the employee to clarify what may or may not have happened and any reasons for the behavior. Depending on the nature and severity of the offense, progressive discipline may involve one or more of the following steps: Action Documentation entered into supervisor file Documentation entered into personnel file Verbal counseling X Record of conversation X Written reprimand X Suspension of four (4) scheduled work days or less X Suspension of five (5) scheduled work days or more X Demotion X Termination X

Progressive Discipline Steps. The following are the progressive disciplinary steps; they will be followed where appropriate. They should be initiated as soon as the continuation of the problem is evident, but in any event no later than 3 months after the performance improvement stages have been followed (Article 30). Unless waived, the employee will have Union representation at each of these steps in this Article. The step in the process is determined by factors including, but not limited to, severity of the offense, impact on patients, other employees and/or operations, date of the last discipline, and other mitigating or aggravating factors.

Progressive Discipline Steps. The following steps represent the sequence of disciplinary action for most types of violations. When the nature of the violation warrants it, the sequence may be initiated at an advanced step up to and including termination. Step 1 Written Record of a Verbal Warning Step 2 Written Warning Step 3 Written Warning with or without suspension Step 4 Termination

Progressive Discipline Steps. The usual progressive discipline steps are: A. Oral Reprimand or Warning - This is the first disciplinary step taken by a supervisorwhich puts an employee on notice that the employee’s behavior or performance is not acceptable in specific and identifiable areas and that further unacceptable behavior or performance in the same area may result in more severe disciplinary action. The intent is for the supervisor to give the employee a clear notice that the specific behavior or performance should be corrected. Oral reprimands are to be documented in memo form with the supervisor and employee each signing and keeping a copy for their record. Copies of the memo are not to be placed in the employee’s Department or Human Resources personnel file. Oral reprimands are valid for a period of up to nine (9) months. B. Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee’s personnel file. Supervisor shall document the violation and corrective action as identified in 1 above, on an Employee Interview form. The employee who is the subject of the disciplinary action will be allowed to read the Employee Interview form, may make any comments desired, and will then sign the form and may prepare a response to the allegations contained therein. That response, if prepared, shall be attached as a permanent part of the written reprimand. However, the failure of the employee to respond or deny the charges on the form shall not be interpreted as a waiver of any of the employee’s rights under the agreement or as an admission that the allegations are true. C. Suspension - Suspension may be used after a written reprimand has apparently not corrected the specific unacceptable performance or behavior or rule violations. Documentation is done on an Employee Interview form, as described in paragraph 2, above. Suspensions in excess of 40 hours must have the approval of the City Manager or designee.

Progressive Discipline Steps. 21.2.1 The following progressive discipline procedures will be applied except where the serious nature of the offense allows the District to bypass a prior disciplinary step or steps. Serious offenses include, but are not limited to, cases involving gross misconduct, or conduct that constitutes a threat or hazard to other persons. Whether or not the serious nature of the offense allows bypassing progressive discipline steps may be submitted to arbitration under Article 4 / Grievance Procedure of the collective bargaining agreement.