CONTROL AND DISCHARGE Sample Clauses
CONTROL AND DISCHARGE. 1. The Employer shall have the sole right to direct and control his employees. Employer reserves the right, which right is hereby recognized by the Union, to hire, retain, promote, demote, transfer, lay off, suspend, discharge or rehire according to the requirements of the business and according to skill and efficiency, giving due consideration to seniority. Employer shall have the unquestioned right to suspend or discharge employee for actions such as, but not limited to, dishonesty, willful misconduct, incompetence, drinking or drunkenness on the job, insubordination, other good cause, or participation in a proven, deliberate slowdown, work stoppage, or strike or violation of this Agreement; provided, however, the Union does not waive its right to grieve and arbitrate, nor is this section intended to affect the Employer’s burden of proving just cause when, in its opinion, there has been a flagrant miscarriage of justice.
2. The Employer agrees not to give any further consideration in subsequent disciplinary actions of any discipline that is beyond two (2) years (one year for attendance). This limitation does not apply to any discipline which impacts legal obligations e.g. harassment, discrimination, etc.
3. It is further understood and agreed that, as a condition of employment, Union members employed in the Employer’s Casino Hotel must be licensed under the Act. If a Union member fails to obtain such a license or loses such a license for any reason, he shall be released from employment, and such release shall not be subject to the grievance procedure of this Agreement nor shall any other action against the Employer, provided, however, that should the Union Member’s license subsequently be issued or reinstated, he will be eligible for re-employment if a vacancy exists in his job classification.
CONTROL AND DISCHARGE. Add “The Union does not waive its right to grieve and arbitrate, nor is this section intended to affect the Employer’s burden of proving just cause.” Strike out “cases of incompetence or insubordination.”
CONTROL AND DISCHARGE. Section 1. The Company shall have the right to discharge employees during their probationary period with or without cause, and without recourse by the Union or by such probationary employee to the grievance procedure of this Agreement.
Section 2. The Company shall have the right to discipline or discharge employees who have completed their probationary period, for just cause. While it is the policy of the Company to warn employees for minor infractions before taking disciplinary action or discharging them, it is understood that there are certain offenses for which there will be "zero tolerance." Such offenses include, but are not limited to, the following, which shall be cause for immediate discharge without warning; acts of significant dishonesty, gross insubordination; fighting while on the Company premises, or on duty; serious safety violations; "horseplay" of such a nature as to be capable of causing personal injury or property damage; sleeping on the job; failure to maintain valid licenses required for the job by a state, local or federal governmental entity; reckless operation of a Company vehicle; violations of the Fitness for Duty policy that are cause for discharge; carrying or being in possession of a weapon while on the Company premises or while on duty; theft of property; conviction of or pleading guilty to a felony (though Company will consider the circumstances, the nexus to the job, and any mitigating factors); falsification of records or reports; stealing or willful or reckless damage to Company equipment or property; willful or reckless violation of
CONTROL AND DISCHARGE. 1. Employer shall have the sole right to direct and control its employees. Employer reserves the right, which right is hereby recognized by the Union, to hire, retain, promote, demote, transfer, layoff, suspend, discharge or rehire according to the requirements of the business and according to skill and efficiency, giving due consideration to seniority. Employer shall have the unquestioned right to suspend or discharge employees for actions such as but not limited, to dishonesty, willful misconduct, incompetence, drinking or drunkenness on the job, insubordination, or other good cause, or participation in a proven, deliberate slowdown, work stoppage, or strike in violation of this settlement; provided, however, the Union does not waive its right to arbitrate, in cases of incompetence or insubordination when in its opinion there has been a flagrant miscarriage of justice.
2. It is further understood and agreed that, as a condition of employment, Union members employed in the Employer’s Casino Hotel must be licensed under the Act. If a Union member fails to obtain such a license or loses such a license for any reason, he shall be released from employment and such release shall not be subject to the grievance procedure of this Agreement or any other action against the Employer, provided, however that should the Union member’s license subsequently be issued or reinstated he will be eligible for re-employment if a vacancy exists in his job classification.
CONTROL AND DISCHARGE. The Employer shall have the sole right to direct and control his employees. Employer reserves the right, which right is hereby recognized by the Union, to hire, retain, promote, demote, transfer, layoff, suspend, discharge or rehire according to the requirements of the business. The employer shall have the right to discipline and/or discharge employees for just cause with the Union reserving it right to grieve and possibly arbitrate actions it deems unjust pursuant to Article 13.
CONTROL AND DISCHARGE. 1. The Employer shall have the sole right to direct and control its employees. The Employer reserves the right, which right is hereby recognized by Union, to hire, retain, promote, demote, transfer, layoff, discipline, discharge or rehire according to the requirements of the business and according to skill and efficiency. The Employer shall have the unquestioned right to suspend or discharge employees for actions such as but not limited to dishonesty, willful misconduct, incompetence, drinking or drunkenness on the job, insubordination, use or possession of a controlled substance on Company property, other good cause, or participation in a proven, deliberate slowdown, work stoppage, or strike in violation of this Agreement, provided, however, the Union does not waive its right to arbitrate.