Use of Demotion as Discipline Clause Samples

The 'Use of Demotion as Discipline' clause establishes an employer's right to reduce an employee's rank or position as a form of disciplinary action. In practice, this means that instead of or in addition to other disciplinary measures such as suspension or termination, an employee may be reassigned to a lower-level role, often with corresponding changes in pay or responsibilities. This clause provides employers with a flexible tool to address misconduct or performance issues while retaining the employee, offering an alternative to more severe penalties and helping to correct behavior without immediate job loss.
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Use of Demotion as Discipline. Demotions shall not be used as a disciplinary measure.
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Use of Demotion as Discipline. Demotion shall not be used as a disciplinary measure.
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Use of Demotion as Discipline. Demotion shall not be used as a disciplinary measure unless ability to perform the requirements of the position is a consideration.
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Use of Demotion as Discipline. Demotion shall not be used as a disciplinary measure. However, the Employer may demote an employee
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Use of Demotion as Discipline. The Union recognizes the Employer’s right to demote under (Management’s Rights) and Article .OS (Trial Period), However, the Employer does not view demotion as a form of discipline.
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Use of Demotion as Discipline. Demotion shall not be used as a disciplinary measure. DocuSign Envelope ID: 44E57B7B-784E-48E5-B4CC-09B7C4DA2F3C
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Use of Demotion as Discipline. ‌ Demotion shall not be used as a disciplinary measure. 15.01 Seniority Defined‌‌‌ Seniority is defined as the length of service with the Employer including service with the Employer prior to the date of certification or recognition of the union, and subject to the provisions of Article 15.03 or any other appropriate articles and shall date from the last entry into employment with the Employer. Seniority shall operate on a bargaining unit wide basis.
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Use of Demotion as Discipline. The Union recognizes the Employer’s right to demote under Article 3.01 (Management’s Rights) and Article 11.05 (Trial Period). However, the Employer does not view demotion as a form of discipline.
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Related to Use of Demotion as Discipline

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.