Disciplinary actions

The following policy governs the disclosure of confidential information held in any manner by employees of Western Michigan University. Loss of work and wages for a specific number of hours or days, but not for more than one work week, depending on the severity of the offense.

Staff Employee Disciplinary Action: When and How to Take It

The policy does not prevent or prohibit the internal use of confidential information for the legitimate academic, administrative, and operational purposes and needs of the University as authorized by the University.

Deliberate or careless conduct endangering the safety of self or other employees, including the provocation or instigation of violence. Employees who have obtained restraining orders or personal protection orders, which include the University campus as a protected area, should immediately provide a copy of the order to the Department of Public Safety.

Violation of a safety rule or safety practice.

Employee Conduct and Disciplinary Action

Occasionally employees are unaware of their supervisors' dissatisfaction until they suddenly receive a formal written reprimand or a letter of termination. Confidential information does not include information publicly disclosed Disciplinary actions the University or which is required to be disclosed pursuant to law or contract.

For details on what rules apply to you, contact your supervisor or Human Resources. Please note that this application of the disciplinary process is distinct from the Performance evaluation process.

If you decide to terminate, simply finalize the initial draft letter and issue it to the employee. Policy Disciplinary actions this varies with each employee group. Please note that this application of the disciplinary process is distinct from the Performance evaluation process.

Confidential information It is each employee's responsibility to become familiar with the provisions included in this policy. The term "controlled substance" refers to all illegal drugs and to legal drugs used without a physician's order.

For purposes of this policy, "confidential information" includes, but is not limited to: Ultimately it may be necessary to write to the employee to indicate that he or she will be suspended without pay or terminated if there is insufficient improvement in the conduct.

First, the employee should sign the disciplinary letter in order to Disciplinary actions 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 location of these provisions in this handbook and the order of the following provisions should in no way be construed to lessen the importance of any provision. Employees are expected to know and abide by these rules as well.

University employees who violate this policy will be subject to legal action, including but not limited to disciplinary action up to and including termination of their employment or contractual relationship. All University employees must hold any confidential information in trust and confidence, and not use or disclose it or any embodiment thereof, directly or indirectly, except as may be necessary in the performance of duties for the University or as otherwise required by law or contract.

Non-discrimination The non-discrimination policy is located on the Western Michigan University policies page. Collections and donations Solicitation of employees by outside agencies or individuals is not allowed during working hours in any manner, including by way of email messages.

Violations of this policy will lead to disciplinary action up to and including dismissal, as well as arrest and prosecution for any criminal acts. Loss of work and wages for a specific number of hours or days, but not for more than one work week, depending on the severity of the offense.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. EMPLOYEE DISCIPLINARY ACTION FORM EMPLOYEE STATEMENT EMPLOYER STATEMENT Supervisor WARNING DECISION Name Title COPY DISTRIBUTION I have read this "warning decision". I understand it and have received a copy of the same.

Disciplinary action company policy This Disciplinary Action company policy template is ready to be tailored to your company‚Äôs needs and should be considered a starting point for setting up your employment policies. Department of Commerce and Insurance Julie Mix McPeak James Robertson Pkwy Nashville, TN () [email protected] EMPLOYEE DISCIPLINARY ACTION FORM EMPLOYEE STATEMENT EMPLOYER STATEMENT Supervisor WARNING DECISION Name Title COPY DISTRIBUTION I have read this "warning decision".

I understand it and have received a copy of the same. In her initial statement to the disciplinary board, Sclove wrote that Kopin probably remained unaware of this.

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Disciplinary actions
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