The Discipline Process Sample Clauses

The Discipline Process. The CITY shall have the right to discipline any non- probationary permanent EMPLOYEE, temporary civil service EMPLOYEE, or provisional EMPLOYEE upon completion of twelve (12)-months service, for just cause.

The Discipline Process. The City shall have the right to discipline any non-probationary permanent employee, temporary civil service employee, or provisional employee upon completion of 12-months service, for just cause. As used herein "discipline" shall be defined as disciplinary demotion, suspensions and discharge. A change of work assignment, either to or from a particular assignment, may not be made for disciplinary purposes. Reassignments made for the purpose of improving service or addressing performance problems shall not be considered disciplinary in nature and therefore may not be in violation of this Article.

The Discipline Process. The imposition of discipline shall be governed by Department Policy, Article X. A copy of Department Policy, Article X is attached hereto as Appendix A.

The Discipline Process. The imposition of discipline shall be governed by Department Policy, Article X. A copy of Department Policy, Article X is attached hereto as Appendix A. I. I. UNION SECURITY 1. Authorization for Payroll Deductions 50. a. The Association shall submit any request to initiate, change, or cancel deductions of Contributions from represented employees’ pay according to the Controller’s “Union Deductions Procedure” (“Procedure”), which the Controller may amend from time to time with reasonable notice to the Association. “Contributions” as used in this Section I.I means Association membership dues, initiation fees, political action funds, other contributions, and any special membership assessments, as established and as may be changed from time to time by the Association.

The Discipline Process. The CITY sha ll have the right to discipline any non- probationary permanent employee, temporary civil service employee, or provisional employee upon completion of twelve (12) months service, for just cause.

The Discipline Process. A2.2.1 The discipline process involves: - (a) identification of the unsatisfactory performance (b) understanding the cause behind the problem (c) assisting the individual in improving their standard of performance through counselling (d) identifying areas which may require training (e) monitoring their performance, and (f) clearly establishing the consequences of not improving their standard of performance. A2.2.2 The process should demonstrate fairness and consistency in every case and if termination is the end result, it should not come as a surprise to the individual.

The Discipline Process. (1) The Company has the right to discipline and discharge for just cause. The Company recognizes the value of a good working relationship and that discipline should be instructive and corrective. (2) All disciplinary action shall be fully documented laying out the offence that resulted in the discipline, the discipline issued and the consequences of further offences. The employee must acknowledge, by his signature, that he is aware he has received discipline. (3) An association representative shall be present when discipline is issued. (4) All discipline shall be placed in the employee’s file, with a copy given to the employee and the association representative. (5) Verbal warnings will not be part of the discipline process but shall be documented in the employee’s file. (6) The severity of discipline will be determined by the employee’s work record, previous disciplined offences of a similar nature, other previous disciplined offences, the length of time since a previous disciplined offence, and the seriousness of the offence itself. A serious offence may result in discharge on the first offence. (7) All disciplinary action shall be subject to the grievance and arbitration procedures. (8) An association representative attending fact findings or other meetings with management where they are requested by the Company to attend, shall be paid their regular straight time hourly rate for time spent in these meetings. Additional association representative who attend fact findings, disciplinary interviews, grievance hearings, informal discussions and other meetings with management where their attendance is not requested by the Company shall not be paid. Adby Transport Limited To: Date: From: Subject: Written Warning Incident: Corrective Actions: Follow-up: I have received a copy of this warning: Copy: Association Representative Signature Print Name This is to document disciplinary action. Additional information may be attached. All disciplinary action is subject to the grievance and arbitration procedure. Adby Transport Limited To: Date: __ From: Subject: Verbal Reprimand Incident: Corrective Actions: Follow-up: Adby Transport Limited. To: Date: From: Subject: Suspension Incident: Corrective Actions: Follow-up: Suspension: From to . Return to work date . Any future incidents will result in further discipline up to and including termination. I have received a copy of this suspension letter. Copy: Association Representative Signature Print Name This is to document ...

The Discipline Process. The imposition of discipline shall be governed by Department Policy, Article X. A copy of Department Policy, Article X is attached hereto as Appendix A. SAN FRANCISCO DEPUTY SHERIFFS’ MANAGERS AND SUPERVISORS ASSOCIATION UNIT 12B JULY 1, 200912 – JUNE 30, ▇▇▇▇▇

The Discipline Process. The CITY shall have the right to discipline any non-