AND DISMISSAL. It is understood that the right of the Employer to discipline or dismiss employees shall be for just cause. The Employer’s right to discipline or dismiss is subject to the right of an employee to grieve such action. For greater certainty,it is understood that nothing in Article confers on a probationary employee any right to grieve or arbitrate his or her dismissal.
AND DISMISSAL. No Graduate Assistant shall be disciplined or dismissed except for just cause. The disciplinary actions that may be taken by the University include, but are not limited to, of warning or reprimand, with or without pay, and dismissal. Such disciplinary action shall be in accordance with the principles of progressive discipline, and be reasonable and commensurate with the seriousness of the violation. Where the University convenes a meeting with the Graduate Assistant for the purpose of communicating disciplinary the University will provide the Graduate Assistant with reasonable advance notice of the nature of the meeting and his or her right to Union representation and shall provide a reasonable period of time for the Graduate Assistant to secure such representation. The Graduate Assistant shall be provided with an opportunity to be heard at such meeting. The Graduate Assistant shall be notified in writing of the nature of the disciplinary taken and the reasons for such within five (5) days of the discipline, and a copy of the letter shall be forwarded to the Union at that time. Any disciplinary action against a Graduate Assistant in regard to an allegation of sexual harassment shall be in accordance with the University-Wide Procedures on Sexual Harassment Complaints, as amended from time to time in accordance with its terms.
AND DISMISSAL. Students who earn unsatisfactory grades may jeopardize their enrollment at Cuesta College. Academic achievement is monitored during the fall and spring semesters excluding summer session. A student is placed on academic probation at the end of a semester if the student’s semester grade point average is less than 2.0, or “C-average,” on a four-point scale.
AND DISMISSAL students who earn unsatisfactory grades may jeopardize their enrollment at Cuesta. Academic achievement is monitored during the fall and spring semesters excluding summer session. A student is placed on academic probation at the end of a semester if the student’s semester grade point average is less than 2.0, or “C- average,” on a four-point scale (A=4, B=3, C=2, D=1, F=0). A student who earns less than a 2.0 GPA for two consecutive semesters is subject to dismissal from the college. For the purpose of this section, semesters are considered consecutive on the basis of the student’s pattern of enrollment. For example, a student earning less than a 2.0 in Fall 2003 and Fall 2004 would be subject to dismissal if the student did not attend Cuesta during spring 2004. Dismissed students are not allowed to attend the subsequent semester. They must “sit out” for one full semester before regaining eligibility for enrollment. To appeal academic dismissal, the student must attend a reinstatement workshop and sign a reinstatement contract that specifies the remedial actions a student must complete in order to remain enrolled. A student shall be removed from Academic Dismissal when the semester GPA earned is 2.0 or higher. if the student does not comply with the terms of the contract, the student will be required to “sit out” one semester students who fail to complete courses in which they enroll may jeopardize their enrollment at Cuesta. Academic progress is monitored during the fall and spring semesters excluding summer session. A student who has enrolled in a total of 12 units at Cuesta is placed on progress probation at the end of a semester if the percentage of all Cuesta College units in which a student has enrolled, for which entries of “W,” “i,” and “NC” are recorded, reaches or exceeds 50 percent. A student on progress probation because of an excess of units for which entries of “W,” “i,” and “NC” are recorded shall be removed from probation when the percentage of units in this category drops below 50 percent. A student who has been placed on progress probation for the third consecutive semester is subject to dismissal from the college. To appeal progress dismissal, the student must attend a reinstatement workshop and sign a reinstatement contract that specifies the remedial actions a student must complete in order to remain enrolled. if the student does not comply with the terms of the contract, the student will be required to “sit out” one semester. Contact ...
AND DISMISSAL. It is understood that the right of the Employer to discipline or dismiss employees shall be for just cause. The Employer’s right to discipline or dismiss is subject to the right of an employee to grieve such action. Any probationary employee who is dismissed or released shall not be entitled to file a grievance. Any employee other than a probationary employeewho is dismissed shall be entitled to file a grievance at the second stage of the grievance procedure provided they do so within twenty (20) days of the date of the dismissal.
AND DISMISSAL. Casual Employees shall be covered by the Discipline and Dismissal Article of this Collective Agreement.
AND DISMISSAL. Unsatisfactory conduct and/or performance by an Employee may be grounds for discipline up to, and including, immediate dismissal. Unsatisfactory conduct and/or ,performanceby an Employee which is considered serious enough to be entered on the Employee’s record not serious enough to warrant suspension or dismissal shall in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.
AND DISMISSAL. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an Employee, shall be destroyed after eighteen (18) months has elapsed since the disciplinary action was taken provided that no further disciplinary action regarding the matter referred to in this document or written statement has been recorded during this period. Grievances relating to suspension or discharge shall be filed at Step of the grievance procedure. If the grievance is not satisfactorily settled at Step then the grievance may be referred to expedited arbitration in accordance with Article I Whistle Blowing no Employee will be disciplined for reporting any abuse of office, financial or otherwise. This Article does not apply to probationary Employees, unless the disciplinary action relates to an allegation of or abuse.
AND DISMISSAL. Termination or discipline of an Occasional Teacher who has worked for the Board for less than seventy five (75) days will entail a lesser standard of just cause than that of an Occasional Teacher who has worked for the Board for seventy five (75) days or more.
AND DISMISSAL. The Employer shall not dismiss or discipline an employee except for just and reasonable cause. Notice of dismissal, or suspension, shall be in writing and shall set forth the reason for dismissal or suspension. All dismissals, suspensions, and other disciplinary action may be grieved under the grievance procedure commencing at Step Article Written notice of any dismissal or suspension shall be sent to the Union within five (5) days of the action being taken. Where the Employer or designate intends to interview an employee for disciplinary purposes, the Employer or designate must notify the employee in advance of the purpose of the interview and of the employee’s right to have a xxxxxxx present in order that the employee can exercise her right to contact her xxxxxxx, providing this does not result in an undue delay of the appropriate action being taken. Where the Employer or designate intends to interview a xxxxxxx for disciplinary purposes, the xxxxxxx shall have the right, at the Union’s expense, to consult with a Union Staff Representative or to have another xxxxxxx or alternate present in person or by conference telephone call, providing this does not result in an undue delay of the appropriate action being taken. FINAL January .doc This provision shall not apply to those discussionsthat are of an operational nature and do not involve disciplinaryaction.
