Reasons for Imposing Disciplinary Action Clause Samples

Reasons for Imposing Disciplinary Action. Appropriate disciplinary action, subject to just cause as defined in Article 10, may be taken for any of the following offenses for violating reasonable agency work rules including those contained in agency policy and procedures manuals, legally promulgated rules and regulations, or for violating any provision of the NAPE/AFSCME and State of Nebraska Labor Contract: a. Violation of, or failure to comply with, the Labor Contract, State constitution or statute; an executive order; regulations, policies or procedures of the employing agency; or legally promulgated published rules. b. Failure or refusal to comply with a lawful order or to accept a proper assignment from an authorized supervisor. c. Inefficiency, incompetence or gross negligence in the performance of duties. d. Unlawful manufacture, distribution, dispensation, possession or use of a controlled substance or alcoholic beverage in the workplace or reporting for duty under the influence of alcohol and/or unlawful drugs. Use of a controlled substance by the employee as prescribed by his/her physician and/or other licensed health practitioner shall not be a violation. e. Negligent or improper use of state property, equipment or funds, or conversion of state property. This includes transmitting threatening, obscene, or harassing material through the State’s communication systems. f. Bribery to gain, or attempt to gain, promotion, leave, or favorable assignment for individual benefit or advantage. g. Falsification or intentional omission of required information on the employment application/resume. h. Unauthorized use or abuse of any type of leave, meal or rest periods. i. Repeated tardiness or unauthorized leave, including unauthorized departure from the work area. j. Failure to maintain appropriate working relationships with the public, employees, supervisors, or managers while on the job or when performing job related functions. k. Failure to obtain and maintain a current license or certification required by law or agency standards as a condition of employment.
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Reasons for Imposing Disciplinary Action. Appropriate disciplinary action, subject to just cause as defined in Article 10, may be taken for any of the following offenses for violating reasonable agency work rules including those contained in agency policy and procedures manuals, legally promulgated rules and regulations, or for violating any provision of the NAPE/AFSCME and State of Nebraska Labor Contract: a. Violation of, or failure to comply with, the Labor Contract, State constitution or statute; an executive order; regulations, policies or procedures of the employing agency; or legally promulgated published rules. b. Failure or refusal to comply with a lawful order or to accept a proper assignment from an authorized supervisor. c. Inefficiency, incompetence or gross negligence in the performance of duties. d. Unlawful manufacture, distribution, dispensation, possession or use of a controlled substance or alcoholic beverage in the workplace or reporting for duty under the influence of alcohol and/or unlawful drugs. Use of a controlled substance by the employee as prescribed by his/her physician and/or other licensed health practitioner shall not be a violation. e. Negligent or improper use of state property, equipment or funds, or conversion of same to one's own use. f. Bribery to gain, or attempt to gain, promotion, leave, or favorable assignment for individual benefit or advantage. g. Falsification or intentional omission of required information on the employment application/resume. h. Unauthorized use or abuse of any type of leave, meal or rest periods. i. Repeated tardiness or unauthorized leave, including unauthorized departure from the work area. j. Failure to maintain appropriate working relationships with the public, employees, supervisors, or managers while on the job or when performing job related functions. k. Failure to obtain and maintain a current license or certification required by law or agency standards as a condition of employment.
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Reasons for Imposing Disciplinary Action. Appropriate disciplinary action, subject to just cause as defined in Article 10, may be taken for any of the following offenses for violating reasonable agency work rules including those contained in agency policy and procedures manuals, legally promulgated rules and regulations, or for violating any provision of the NAPE/AFSCME and State of Nebraska Labor Contract: a. Violation of, or failure to comply with, the Labor Contract, State constitution or statute; an executive order; regulations, policies or procedures of the employing agency; or legally promulgated published rules. b. Failure or refusal to comply with a lawful order or to accept a proper assignment from an authorized supervisor. c. Inefficiency, incompetence or gross negligence in the performance of duties. d. Unlawful manufacture, distribution, dispensation, possession or use of a controlled substance or alcoholic beverage in the workplace or reporting for duty under the influence of alcohol and/or unlawful drugs. Use of a controlled substance by the employee as prescribed by his/her physician and/or other licensed health practitioner shall not be a violation. e. Negligent or improper use of state property, equipment or funds, or conversion of same to one's own use. f. Bribery to gain, or attempt to gain, promotion, leave, or favorable assignment for individual benefit or advantage. g. Falsification or intentional omission of required information on the employment application/resume. h. Unauthorized use or abuse of any type of leave, meal or rest periods. i. Repeated tardiness or unauthorized leave, including unauthorized departure from the work area. j. Failure to maintain appropriate working relationships with the public, employees, supervisors, or managers while on the job or when performing job related functions. k. Failure to obtain and maintain a current license or certification required by law or agency standards as a condition of employment.
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Related to Reasons for Imposing Disciplinary Action

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • No Disciplinary Action No employee shall be disciplined for refusal to work on a job or to operate any equipment which is not safe.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.