Cause for Discharge. Failure by an employee to abide by the above provisions shall 1 constitute grounds for discharge of such employee; provided, that when an employee fails to fulfill 2 the above obligations the Union shall provide the employee and the County with a thirty (30) day 3 notification of the Union’s intent to initiate discharge action and during this period the employee may 4 make restitution in the amount which is overdue.
Cause for Discharge. (a) No regular or steady extra employee, after having completed the probationary period under Section 20.01, shall be discharged except for just cause except as provided for in Section 10.07(a). Prior to any discharge for reasons other than dishonesty, willful misconduct, drunkenness, or drinking on the job, being under the influence of a controlled substance on duty, unlawful possession of a controlled substance or using a controlled substance at any time on the Employer’s premises, unlawful sale of a controlled substance at any time, refusing to submit to testing for drug or alcohol usage in accordance with the provisions of Section 6.01(b) of this Agreement, and serious improper behavior or discourtesy toward a customer or guest, failure to report for work without just cause, or walking off the job during a shift, such an employee must be given a written warning and a reasonable opportunity to correct the deficiency. Upon the discharge or suspension of any employee for reasons other than dishonesty, the reason therefore shall be given to the employee in writing, and a legible copy thereof shall be mailed or given to the Union within seventy-two (72) hours after the discharge or suspension. When an employee is discharged or suspended for willful misconduct, the notice shall contain the specific conduct or offense deemed by the Employer to constitute willful misconduct. Upon request by the Union, legible copies of all documents relied upon by the Employer in making the discharge or Tropicana Resort & Casino 8 suspension, including copies of any written complaints or reports concerning the employee, either by a customer, an outside agency, or by the Employer’s own employees, and copies of any relevant cash register tapes, shall be furnished to the Union within three (3) working days after such request. The names and addresses of customers who make written complaints against an employee shall be furnished to the Union on request if such are relied on by the Employer as a basis for discharge or suspension of the employee. An employee may not be discharged solely on the basis of verbal complaints by customers. The Union shall furnish the Employer with copies of its inquiry to guests and of the guests’ responses to any Union inquiry within seventy-two (72) hours of receipt. Copies of videotapes shall also be provided upon request, provided the Employer has the copying capability and if the Union pays the reasonable costs for furnishing the copy.
(b) Where ther...
Cause for Discharge a. No Associate, after having completed the introductory period, shall be disciplined and/or discharged except for just cause. The Employer shall follow a system of progressive discipline. The parties agree that progressive discipline normally requires, prior to suspension or discharge, that an Associate be given a written opportunity to correct the deficiency, but that within the principle of progressive discipline, the Employer may impose immediate suspension or discharge for just cause for dishonesty, incompetence, misconduct, insubordination, serious discourteous conduct toward a guest, failure to report to work without just cause, walking off the job during a shift, or drinking alcohol or use of controlled substance, or being under the influence thereof, during the Associates shift.
b. When an Associate who has completed the introductory period is disciplined and/or discharged, the reason therefore will be given to the Associate in writing. When an Associate is suspended or discharged, copies of the written notice to the Associate will be sent to the Union within seventy-two (72) hours of the discharge. Upon request by the Union, legible copies of all documents relevant to discipline or discharge shall be provided to the Union.
c. In addition to the existing practice of showing surveillance video, the Employer agrees that in the event the Union timely requests review of surveillance video relied upon by the Employer in a disciplinary decision which is the subject of a grievance, the Employer will show such surveillance video to the applicable highest ranking elected/appointed union representative employed by the Employer (one person per Union to be so designated by the Union in writing) no later than four (4) days after request.
Cause for Discharge. Among the just causes for discharge of any employee as a first offense are the following:
1. Insubordination or failure to follow the directions of supervisors, department heads, managers. A substantial failure to perform the service required by the employee's position including Brand Service Standards.
2. Improper cash, money, or credit card handling procedures, including failure to follow established procedures for handling cash, money, credit card charges, room charges, and the like.
3. Falsifying or altering employment or other HOTEL records, including improper recording of hours worked or supplying false or misleading information when applying for employment or at any time during employment;
4. Reporting to work intoxicated, under the influence alcoholic beverages or of non- prescribed drugs, narcotics, intoxicating substances or otherwise unfit for duty.
5. Fighting, threatening, intimidating or coercing fellow Employees or guests on or off Company premises at any time for any purpose;
6. Stealing property from, unauthorized possession of the property of coworkers, guest or HOTEL ( including adding gratuity);
7. The Security Department is responsible for all lost and found goods. All items found on the premises of the Hotel are to be reported to the Security Department, and removed by Security Department personnel office.
8. Engaging in an act of sabotage or willfully or with gross negligence causing the destruction or damage of Company property or the property of guests or fellow Employees;
9. Making or publishing false, vicious, or malicious statements concerning any Employee, guest, supervisor or manager, or the hotel or the Company;
10. Loitering or sleeping on the job;
11. Violations of city, county, state, federal laws;
12. Harassment or Discrimination of employees or guests in violation of HOTEL policy. The preceding list is understood and agreed not to be all-inclusive and the HOTEL shall have the right to discharge and/or discipline any employee whose conduct is detrimental to the welfare of the business interest of the HOTEL according to the Hotel and departmental rules and regulations, some of which are contained in the employee handbook, subject to the Grievance and Arbitration Procedure.
Cause for Discharge. Incompetency. Bringing intoxicants into the mill. Reporting for duty under the influence of liquor. Smoking while on duty in prohibited areas. Refusal to comply with the Company's rules. Giving or taking of bribes of any nature, as an inducement to obtaining work or retaining a position. Reading of books or newspapers while on duty. Destruction, removal or waste of Company's property. Deliberate sleeping on duty.
Cause for Discharge. An employee may be disciplined, suspended or discharged, but only for just cause, by the Employer.
Cause for Discharge. The parties agree that the employees form a relatively small work force and perform an essential service in keeping the streets and other public areas of the Town safe for the public and for this reason the Employer cannot tolerate persistent failure or inability to perform the necessary work, absence from work, lateness or insubordination. If an employee is found to be incapacitated, absent or late or fails to carry out instructions without reasonable excuse of which the Employer may, in the first instance warn the employee verbally, in the second instance warn the employee in writing, and on the third or following instance may discharge the employee.
Cause for Discharge. Nothing contained in this Agreement shall be deemed to restrain or limit the Company right to formulate and issue reasonable rules necessary for the efficiency of the operation and which are not contrary to any of the terms and conditions of this Collective Agreement and to enforce these rules through discipline, up to and including discharge. It is understood that the reasonableness of these rules and the discipline 'flowing from the contravention of these rules will be subject to the terms of the grievance procedure. the Plant No employees shall be permitted to leave the plant during working hours without the permission of the head of the department. Employees stopping work and leaving the job are required to punch out when leaving and punch in again on returning to the job. This does not refer to men who are specially instructed by the department head to go out for special reasons having to do with the job.
Cause for Discharge. The parties recognize and agree that the use of discipline and the procedures to be followed are designed to correct employee behavior and improve the work force.
A. No bargaining unit member shall be disciplined without just cause.
B. Discipline, as used in this Agreement, shall include warnings, reprimands, suspensions with or without pay, discharge or other actions of disciplinary nature. Any discipline beyond an oral warning shall be reduced to writing and a copy provided to the employee and the Association president.
C. Any discipline shall be subject to the grievance procedure set forth in Article IV, including arbitration. If the discipline imposed results in the loss of wages, the matter shall be submitted at Step 3 of the grievance procedure.
D. No employee shall be disciplined in front of students, parents, faculty or any other employee. Except as required by law, disciplinary action shall be kept confidential between the employee, Association and appropriate central office administrator involved, including the immediate supervisor, superintendent and/or human resources administrator.
E. A bargaining unit member will have the right to review, upon request, the contents of all records of the employer pertaining to said bargaining unit member and to have a representative of the Association accompany him/her in such a review. A record shall be made in each file indicating who has reviewed the file and on what date. The exception to this is the employees of the human resources or the superintendent’s office reviewing files during the course of their normal duties.
Cause for Discharge a. A Team Member, who has successfully completed the probationary period, shall only be disciplined and/or discharged for just cause. Disciplinary actions may be progressive and may include but are not limited to: written counseling, suspension and discharge. The parties agree that progressive discipline normally requires that a Team Member be given an opportunity to correct the deficiency, but that within the principle of progressive discipline, certain conduct may warrant immediate suspension or discharge when appropriate. This type of conduct includes, but is not limited to, dishonesty, incompetence, misconduct, insubordination, serious discourteous conduct toward a guest, walking off the job during a shift without prior permission, or drinking alcohol or use of controlled substance, or being under the influence thereof, during the Team Members shift.
b. When a Team Member who has completed the probationary period is disciplined including discharge, the reason will be given in writing to the Team Member and a copy of the written notice will be sent to the Union within seventy-two (72) hours of the suspension/discharge. Upon request by the Union, legible copies of documents not previously given to the Union, relevant to discipline or discharge, shall be provided to the Union.
