Corrective Action and Discharge. The Employer shall have the right to issue corrective action and discharge employees for just cause.
Corrective Action and Discharge.
Section 1. Corrective action may include verbal warnings, written warnings, unpaid suspensions or discharge. A Salaried Lecturer or Instructor will not receive corrective action without just cause.
Section 2. The University, in addition to issuing corrective action, may also include reasonable remedial measures, when appropriate, with which the Salaried Lecturer or Instructor must comply, provided the remedial measures are rehabilitative rather than punitive. Such remedial measures may include a requirement to work with the Office of Faculty and Staff Assistance or other measures as deemed appropriate by the University or its Office of Faculty and Staff Assistance.
Section 3. Corrective action for purposes of this Article shall not include performance reviews.
Section 4. At the discretion of the University, a Salaried Lecturer or Instructor may be placed on administrative leave to permit the University to investigate potential or alleged misconduct that may result in corrective action or to prevent potential harm by the continued presence of the Salaried Lecturer or Instructor. Whether the administrative leave is paid or unpaid will be at the discretion of the University. Being placed on administrative leave is not itself a form of corrective action.
Section 5. A Salaried Lecturer or Instructor may request that a Union representative be present at any investigatory meeting that the Faculty Member reasonably believes may lead to corrective action and/or at a meeting where corrective action is to be administered. Such requests shall not be unreasonably denied.
Section 6. Each appointment ceases at the end of the designated appointment period for a
Corrective Action and Discharge. Just Cause. No employee who has completed the initial trial service period shall be discharged or subject to corrective action without just cause. The employer agrees to implement progressive discipline with respect to any disciplinary action. Normally the steps shall proceed from verbal warning to written warning to suspension (or final written warning) to discharge. In appropriate circumstances similar to a HIPAA violation involving disclosure to others, violent physical conduct, unlawful harassment, drug diversion, being under the influence of alcohol at work, confirmed incidents of serious patient care violation, or similar offenses: suspension or dis- charge may be imposed in the first instance.
Corrective Action and Discharge. PROOF
Section 1. SMMC shall have the right to issue corrective action or discharge any employee for just cause only. SMCC will notify the Union in writing of any discharge or disciplinary suspension within twenty-four (24) hours immediately following the discharge or disciplinary suspension.
Section 2. When an investigatory interview that could result in corrective action or discharge is scheduled, a nurse shall have the right to have a Nurse Representative present at the meeting. If requested, the nurse shall be given a maximum of four (4) hours to contact a Nurse Representative. The interview will occur prior to the end of the nurse’s shift. If the nurse declines representation from available Nurse Representatives, the interview will proceed without representation. The Union will provide a list of Nurse Representatives to the Hospital. The
Section 3. If a nurse is to receive any disciplinary action, it shall be done in private with mutual dignity and respect.
Corrective Action and Discharge. 24.1. Corrective Action is disciplinary action with the intent to improve performance problems and modify inappropriate behavior. Discharge is the termination of employment. Except in cases where the District determines that serious misconduct has occurred, the principles of progressive discipline shall apply.
Corrective Action and Discharge. 5.2 Procedure 5.3 Right to Representation 5.4 Corrective Action Notices 5.5 Retention Period (of corrective action) 5.6 Disclosure (of evidence to Union)
Corrective Action and Discharge. 6
6.1 Reasons for Corrective Action and Discharge 6
6.2 Procedure 7 6.3 Corrective Action Notices 7 6.4 Retention Period 7 6.5 Disclosure 7 6.6 Time Limits 7
Corrective Action and Discharge. SECTION 1. Any Corrective Action by the Employer shall be commenced within three (3) working days from the time of the incident, if at all possible. The parties recognize that it will not always be possible to apply Corrective Action within three (3) working days. These instances will be the exception. Management agrees to fairly and consistently administer Regional, Facility and Departmental policies, procedures, rules and regulations. Corrective Action for violation of such policies, procedures, rules and regulations will be applied in accordance with the accepted principles of the Corrective Action procedure. Employees have the opportunity to repair their Corrective Action record over a period of time not to exceed twelve (12) months. For Job Bidding and Performance Evaluations, the use of an employee’s Corrective Action record will be limited to:
a) For Job Bidding, Corrective Action (of level three (3) or higher) within the last six (6) months of the date of bid. In such cases applicants will be considered for vacancies but the hiring supervisor may, at his discretion, refrain from hiring the employee on the basis of the Corrective Action.
b) For Performance Evaluations, Corrective Action within the last Performance- Review year.
SECTION 2. It is hereby agreed that the Employer has the right to discharge for sufficient and reasonable cause. The Employer agrees to advise the Union of any such discharge and the reasons therefor.
SECTION 3. If, upon joint investigation by the Union and the Employer, the discharge is deemed too severe, the Employer and the Union may negotiate the terms of the reinstatement. If the discharge is referred to an arbitrator for disposition pursuant to the terms of this Agreement, the Parties shall be bound to abide by the arbitrator's decision. An employee reinstated because an arbitrator determines that his discharge was not justified shall have deducted from back pay awarded him, if any:
(a) any unemployment compensation received by the employee which he is not obligated to repay as a result of his claim against the Employer being allowed; (b) any wages earned elsewhere during the period of discharge, but only to the extent that such wages are earned to replace wages earned at the Employer and not in addition thereto. An employee so reinstated shall have past Union dues deducted from his first pay. Such employees shall be reinstated without loss of seniority.
Corrective Action and Discharge. The University may issue corrective action or discharge an employee for just and good cause. Corrective action shall be limited to warnings or suspensions. The reasons for the warning or suspension shall be stated explicitly. Prior to conducting an investigatory meeting the University will inform the employee that they may, upon request, have a union representative present. Within three (3) working days after the discharge or suspension of an employee covered by this Agreement (except probationary employees), the University will notify the Union of the discharge or suspension.
Corrective Action and Discharge. 5 5.1 Corrective Action and Discharge 5 5.2 Procedure 5 5.3 Rights to Representation 5 5.4 Corrective Action Notices 6 5.5 Retention Period 6 5.6 Disclosure 6 5.7 Time Limits 6
