Vending, soliciting or collecting contributions on the University's time or premises without prior appropriate authorization from the University. Inattentiveness Disciplinary actions work, including but not limited to, failure to Disciplinary actions work at the designated time, quitting work before proper time, or leaving assigned work area, building, or project during working hours without authorization from appropriate supervisor.
Upon termination of any assignment or as directed by a supervisor, employees shall return all such materials and copies thereof to their proper location in the department or office. Employees violating such prohibition will be subject to disciplinary action, up to and including discharge.
Upon termination of any assignment or as directed by a supervisor, employees shall return all such materials and copies thereof to their proper location in the department or office. Ignorance of work rules is not an acceptable excuse for violation. Non-discrimination The Disciplinary actions policy is located on the Western Michigan University policies page.
Employees must not conduct any activity in direct or indirect furtherance of their candidacy during their working hours. Disciplinary actions If you decide to terminate, simply finalize the initial draft letter and issue it to the employee.
Other information and records which the employee is directed under proper authority to not disclose. Intentional falsification of personnel records, payroll reports or other University records.
Disciplinary or corrective action is a process to improve unacceptable behavior or performance, when other methods such as counseling and performance appraisal Disciplinary actions not been successful. If a supervisor can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should Disciplinary actions given.
Violations of this policy will lead to disciplinary action up to and including dismissal, as well as arrest and prosecution for any Disciplinary actions acts. Likewise, conduct that is on duty but off University property is always connected to employment at the University.
Be honest, frank, and precise about the sources of your dissatisfaction and about your future expectations for the employee; Keep your criticisms free of non-work related matters and be as unemotional as possible, even though the situation is often stressful to you as a supervisor as well as to the employee.
First, the employee should sign the disciplinary letter in order to acknowledge that he or she has read it; if the employee refuses to sign, that should be noted on the letter; Second, provide one copy of the disciplinary letter to the employee and one copy to University Human Resources for placement into the official university personnel file; Third, if the employee is covered by a collective negotiations agreement, you should refer to the applicable collective negotiations agreement to ascertain the requirements for notification of the union.
The purpose of this policy is to protect and safeguard individual and University information used throughout the University. In most cases, the purpose of discipline is to instruct and correct rather than to punish. Other behavior which suggests a propensity toward violence, which may include belligerent speech, excessive arguing or swearing, sabotage or threats of sabotage of University property, or a demonstrated pattern of refusing to follow University policies and procedures.
Written Warning - Sample Letter Employee Rights to Representation When meetings are convened by University management for the purpose of investigating facts which could reasonably lead to disciplinary action, an employee is entitled to have a representative present at the meeting if he or she requests one.
Committing acts motivated by, or related to, sexual harassment or domestic violence.
Have as many additional discussions with the employee as seems appropriate under the particular circumstances. Labor Relations staff advise on procedural issues, assist in determining the appropriate level of discipline, and provide technical assistance as necessary.
This list of behaviors, while not inclusive, provides examples of conduct that is prohibited. This includes hiring, promotion, retention, leaves, pay changes, etc. Causing physical injury to another person. Committing acts motivated by, or related to, sexual harassment or domestic violence.
University employees may not remove confidential information from a University department or office, or duplicate confidential information, unless authorized by the University to do so.
All employees must abide by the terms of this drug-free workplace policy. If an employee receives four warning notices for the same or different offenses within a period of 12 consecutive months, the employee shall, at the time of the issuance of the fourth such notice, be subject to discharge.
Violation of local, state, or federal law which causes unfavorable publicity to the University, impairs the credibility of the employee to perform the employee's job or is otherwise connected to University employment.
Nonetheless, at the conclusion of the process, decide whether or not you will terminate or impose some lesser discipline. Questions regarding authorized disclosure or use under this policy should be directed to the University employee's supervisor prior to disclosure or use.
These rules are published for the employees' information and protection. Threats and violence The University will not tolerate any threats, threatening behavior, or acts of violence committed by or against employees or on University property.
Public office candidacy Employees seeking public office of any kind must wholly separate their campaign activities from their employment at the University.
Disciplinary action for the same or different offenses shall progress in the following manner: Labor Relations staff advise on procedural issues, assist in determining the appropriate level of discipline, and provide technical assistance as necessary.
Disciplinary action for the same or different Disciplinary actions shall progress in the following manner: Verbal warning. Verbal statement to employee that he/she has violated a rule and/or regulation and that such violation may not continue.
Employer disciplinary action is a response by the employer to problems with employee performance or behavior. It may come in the form of a verbal or written reprimand or the loss of employee privileges.
The purpose of disciplinary action is to correct behavior and document issues. Disciplinary or corrective action is a process to improve unacceptable behavior or performance, when other methods such as counseling and performance appraisal have not been successful.
In cases of serious misconduct, it is appropriate to proceed straight to disciplinary action by consulting with Labor Relations. Staff Employee Disciplinary Action: When and How to Take It Disciplining employees is a difficult part of supervision and management.
It is important that you address performance issues as they arise and pursue a progressive approach to discipline. In her initial statement to the disciplinary board, Sclove wrote that Kopin probably remained unaware of this.
Disciplinary action company policy This Disciplinary Action company policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.Disciplinary actions