Cause for Discipline. A regular employee may be disciplined, suspended or discharged, but only for just cause by the employer.
Cause for Discipline. All disciplinary actions for employees who have successfully completed their probation period shall be for just cause. The Employer may discipline or discharge an employee during the probation period without recourse to the grievance procedure; provided that employees who are discharged during their probation period shall be entitled upon request to an exit interview during which the employee may ask the Employer to reconsider its decision.
Cause for Discipline. The Medical Center shall have the right to discipline, suspend or discharge nurses for proper cause. A regular full-time, part-time or resource nurse who feels he/she has been suspended, disciplined, or discharged without proper cause may present a grievance for consideration under the grievance procedure.
Cause for Discipline. The Medical Center shall have the right to 13 discipline, suspend or discharge nurses for proper cause. A regular full-time, 14 part-time or resource nurse who feels he/she has been suspended, disciplined, 15 or discharged without proper cause may present a grievance for consideration 16 under the grievance procedure.
Cause for Discipline. Cause for discipline means any of the causes for discipline set forth in California Education Code Section 87732.
Cause for Discipline. 6.2.1 A permanent classified employee may be disciplined by the District for cause. The term “discipline” for the purposes of this Article specifically does not include adverse or negative evaluations, warnings, written or oral reprimands, directives and the implementation of other Articles of this Agreement or other employment policies, such as the denial of any leave. The term “discipline” also does not include a layoff for lack of work or lack of funds, or a voluntary demotion in lieu thereof.
6.2.2 No employee in the bargaining unit shall be unlawfully disciplined because of his/her political or religious acts or opinions or affiliations, or the race, color, sex, national origin or ancestry, or marital status or affiliations with employee organizations.
6.2.3 Discipline shall be imposed upon a permanent classified employee only pursuant to this Article and pertinent law(s). No disciplinary action shall be taken for any cause which arose more than two (2) years preceding the date of the filing of the notice of cause unless such cause was concealed or not disclosed by such employee when it could have been reasonably assumed that the employee should have disclosed the facts to the District. A permanent employee is one who has completed an initial probationary period of one (1) year beyond the initial date of employment by the District and is referred to in this procedure as an employee.
Cause for Discipline. The College shall have the right to discipline an employee, up to and including dismissal, for justifiable cause. Any discipline imposed is subject to the grievance procedure set forth in Article 25. No employee shall be dismissed or suspended without prior written notice within ten (10) working days from the date the College demonstrably had knowledge of such alleged violation. If such warning is not given to the employee and sent to the Union within ten (10) working days of the date the College demonstrably had knowledge of such alleged violation, the warning notice shall be null and void.
A. Warning notices will be considered collectively, not individually. Any employee receiving three (3) written warning notices within a twelve (12) month period shall be subject to disciplinary action up to and including dismissal. Upon written request by the employee, warning notices shall be removed from personnel files twelve (12) months from the date of notice if there have been no further notices for a six (6) month period.
B. No prior discipline shall be required and an employee shall be subject to immediate dismissal for any of the following: (a) assault, (b) violation of the College’s drug and alcohol abuse policy, (c) child abuse, (d) recklessness, (e) theft, or (f) unauthorized use of College property. In addition, no prior warning shall be necessary if there are circumstances where the situation is of an extreme nature demanding immediate action; therefore, progressive discipline or action is not indicated and/or within the College’s legal options.
Cause for Discipline. The College shall have the right to discipline an employee, up to and including dismissal, for justifiable cause, but only if it does so within twenty-one (21) calendar days of demonstratively having knowledge of the alleged misconduct.
32.2.1 An employee shall be subject to termination as the appropriate culmination of a course of progressive discipline. The principles of progressive discipline shall be used except when the nature of the problem requires more serious or immediate action. Progressive discipline includes the following steps: verbal warning, written warning, suspension without pay, and dismissal.
32.2.2 No prior discipline shall be required, and an employee shall be subject to immediate termination, for any of the following that occur during work time or on college property: (a) assault, (b) being under the influence of alcohol or illegal drugs, (c) child abuse, (d) destruction or gross negligent use of College vehicles, property or equipment, (e) sleeping on the job, or (f) theft.
32.2.3 In addition, an employee who has received any three (3) disciplinary actions within a one (1)-year period may have his/her employment terminated upon the occurrence of any fourth disciplinary action.
32.2.4 An employee may petition to have warning notices removed from his or her personnel file fifteen (15) months from the date of the last notice, provided there have been no further notices for a six (6) month period.
Cause for Discipline. 9.1.1 Disciplinary actions by the District shall be intended as a corrective measure. Disciplinary action includes but is not limited to: dismissal, demotion, suspension, or disciplinary transfer. “Disciplinary action” includes any action whereby a unit member is deprived of any classification or any incident of any classification in which the unit member has permanence, including dismissal, suspension, demotion, or any reassignment, without voluntary consent, except a layoff for lack of work or lack of funds.
9.1.2 No unit member shall be subject to discipline, warnings, reprimands, demotion, or suspension except for just cause and, in accordance with principles of progressive discipline consistent with the nature of the offense, as stated in Personnel Commission rules.
9.1.3 The purpose of progressive discipline is to ensure that the unit member is aware of the District’s expectations so that there is a reasonable opportunity to conform conduct to those expectations and avoid disciplinary action.
9.1.4 No disciplinary action against a permanent unit member shall be based upon any cause which arose prior to the unit member’s becoming permanent. No progressive disciplinary action shall be based on causes that are more than two years old, i.e., similar infractions that have not reappeared over a two-year period.
Cause for Discipline. All disciplinary actions, including dismissal or involuntary separation for any reason other than layoff and normal end of appointment, for employees who have successfully completed their probation period, shall be for just cause.
