AND DISCHARGE. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this CollectiveAgreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service. Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached. Unless otherwise agreed to, after a of reprimand has been on an employee's file for a maximum of two years, and there have been no further occurrences, then the of reprimandwill be removed from all files.
AND DISCHARGE. No Employee shall be discharged or disciplined without just cause and such cause shall be provided in writing to the Employee with a copy to the Recording Secretary of the Union and the designated Union Representative. Any Employee covered by this Agreement, called before Management to be interviewed concerning any matter that might reasonably be anticipated to result in disciplinary action to the Employee, shall have the right to two (2) representatives designated Collective Agreement Unit C September lo August by the Union present. Where feasible, forty-eight (48) hours notice is to be given and Union representatives must be present.
AND DISCHARGE. The parties recognize the authority of the Employer to suspend, discharge or take other appropriate disciplinary action against employees for just cause. The employee who alleges that such action was not based upon just cause may appeal a suspension or discharge taken by the Employer beginning with Step 2 of the grievance procedure. All other disciplinary action shall begin with Step 1 of the grievance procedure. Any disciplinary action or measure imposed upon an employee may be processed as a grievance through the grievance procedure. The Employer shall not discipline an employee without just cause, recognizing and considering progressive discipline where applicable. (See Appendix K for discipline related to attendance) Written reprimands, clarifications of expectations, or other similar memoranda shall be removed from the employee’s personnel file after one (1) year provided no further disciplinary action has been taken against the employee. The Employer shall provide written notification to affected employees prior to beginning an investigation into allegations of child abuse pursuant to Chapter 235A of the Code of Iowa and allegations of dependent adult abuse pursuant to Chapter 235B of the Code of Iowa and at the conclusion of such investigation. Whenever the Employer determines that an employee must be removed from a current work assignment pending the completion of an investigation by the Employer to determine if disciplinary action is warranted, the Employer may:
1. Reassign the employee to another work assignment at their current rate of pay for up to twenty-one
AND DISCHARGE. InfractionSlips
AND DISCHARGE. The termination of a probationer may be for any cause or on any basis which the employer may determine. The following may be cause for discipline up to and including dismissal: misappropriation of funds, or any other fraudulent or dishonest action; being under the influence of alcohol, or unprescribed drugs on the employer’s premises: gross insubordination; theft, deliberate destruction, or sabotage of property or equipment: falsification of employment application; 9 disclosure of confidential information regarding the affairs of the employer and/or its clients except as required in the normal course of duties;
AND DISCHARGE. No employee shall be disciplined or discharged without just cause. The Company further agrees that formal discipline shall be administered only by City Wide management. The company shall provide the employees and the union with written notice of any discipline or discharge within seventy two (72) hours of the offence or the penalty shall be null and void. It is further agreed that the week-end is excluded. Discipline shall be applied uniformly and discipli- nary measures shall be appropriate to their cause. The company shall provide the employee and the union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of his record. The record of any disciplinary action shall not be referred to or used against him at any time after months following such action. Failure to grieve previous discipline or to pursue such a grievance to arbitration shall not be considered to be an admission that such discipline was justified. Any disciplinary action involving abuse shall remain on the record for twenty-four
AND DISCHARGE. The Union acknowledges that maintaining good discipline is central efficient operation of the business. In furtherance of this need, management reserves the absolute right to establish, change or modify rules governing employeecon- duct and in theirjob duties provided the Union is of any such changes. Man- agement has the sole right to discipline, suspend or discharge any employee for violation of rules or for any other just cause. All grievances concerningdisciplinary actions ordischargesmust be filed in writing with the grievant’s supervisor within seven (7) calendar days of the disciplinary action and must be otherwise in accord with the provisions of Article The Company agrees to provide each employee covered in this agreement a copy of a Employee if and when oneis ever published. Union has the right to
AND DISCHARGE. An employee who has completed her probationary period shall not be reprimanded in writing, suspended, discharged or otherwise disciplined without just cause. Such an employee who is disciplined shall be sent a letter confirming the discipline with the reasons for the discipline within four (4) days after the discipline is imposed, which letter shall be forwarded to the Business Manager of may discharge a probationary employee for any reason unless the discharge is shown to have been made in bad faith or in violation of Article A probationary employee who receives a written warning, a suspension or discharge shall be sent a letter confirming the action within four (4) days of the event. A copy of the letter shall be forwarded to the Business Manager of Any disciplinary which are more than two (2) years old shall not be relied upon by in taking disciplinary action and shall be removed from the personnel files provided that no further disciplinary action of any nature has occurred during the two year period. No employee shall be required as part of their job to discipline another employee. However, an employee may be required as part of their job to monitor the job performance of other employees. An employee who is being reprimanded in writing, suspended or discharged shall be entitled, at her option, to have a representative present at the time the disciplinary action is imposed. Employees shall be notified of this right before any meeting when the discipline is imposed. An employee may be accompanied by a representative during any meeting in which discipline is being investigated or discussed. Employees shall be notified of this right before any such meeting.
AND DISCHARGE. No employee will or An employee lo the or to be et a meeting with Management the reasons such The Company will or action at the end or, new evidence is broughtto meeting, may reserve investigation and the employee xxxx be so advised The employee be accompanied by a who advance, by Management the and place the lo conform requirements of render the discipline or and void. Under where, as a an alleged be held out pending II this the employee as provided the charge involves, during the service will pay and will be up to three calendar days, the employee may or pan, a held out Saturdays. Sundays and holidays. in order to all parties to be present. In the the cannot be held the three calendar day due to the a it will be at the excess the three held due to the available and any calendar day will be a Union Representative any period pay. In the event the meeting cannot be of Management, it will be held at some time when all are in excess of three calendar day period will be pay. In the employee may be out pay such as required in to provide time the Company to complete end consider is ‘suspended pending together the precise reasons discharge. In subsequent procedures, the Company will to such grounds, will until all appeals requested
AND DISCHARGE. Section 401.
