Common use of DISCHARGE, DEMOTION, SUSPENSION AND DISCIPLINE Clause in Contracts

DISCHARGE, DEMOTION, SUSPENSION AND DISCIPLINE. Section 1. The Employer shall not demote, suspend, discharge or take any action against an employee without just cause. A demotion, suspension or discharge may be appealed beginning at the third step of the grievance procedure, subject to any conditions set forth in the grievance procedure. Other disciplinary action may be appealed beginning at the first step of the grievance procedure. The Federation shall be notified in writing by the Employer of any suspension, discharge or demotion, provided such demotion is the result of a disciplinary action. The requirements to notify the Federation will not be applicable if the Federation has not informed the agency or institution in writing of the applicable individual who will act on behalf of the employee involved. The failure of the Employer to comply with the preceding notification requirements will not affect the validity of the action, but will suspend the time period set forth in Step l of Section 2 of Article 22, Grievances and Arbitration, until the notification is received. Section 2. Any action instituted under Section l of this Article shall be implemented within a reasonable period of time after the event giving rise to such action or knowledge thereof. Section 3. The provisions of this Article shall not apply during the initial 180 calendar days of employment. The probationary period can be extended by written agreement between the Employer and the Federation for an additional 180 calendar days, during which time Section l shall not apply. Periods of leave without pay and periods of time during which an employee is using paid leave to supplement workers’ compensation, shall not count toward the initial 180 calendar days or any extension period. Section 4. The Employer and the Federation agree to expand the alternative forms of discipline in lieu of suspension actions program in accordance with the side letter dated April 27, 2017.

DISCHARGE, DEMOTION, SUSPENSION AND DISCIPLINE. Section 1. The Employer shall not demote, suspend, discharge or take any disciplinary action against an employee without just cause. A An employee may appeal a disciplinary demotion, suspension suspension, or discharge may be appealed beginning at the third first step of the grievance procedureprocedure contained in Article 37, within fifteen (15) working days of the date of its occurrence, and subject to any conditions set forth in the grievance procedureprocedure under Article 37. Other The Employer shall promptly notify the POA President and Vice President by email of any disciplinary action may be appealed beginning at demotion, suspension or discharge. The Union shall notify the first step Office of the grievance procedure. The Federation shall be notified in writing by the Employer of any suspension, discharge or demotion, provided such demotion is the result of a disciplinary action. The requirements to notify the Federation will not be applicable if the Federation has not informed the agency or institution Chancellor in writing of the applicable individual who will act on behalf email addresses of the employee involvedPOA President and Vice President. The failure of the Employer to comply with the preceding notification requirements will not affect the validity of the action, but will suspend the time period set forth in Step l 1 of Section 2 1 of Article 2237, Grievances and Arbitration, until the notification is receivedsent. Section 2. Any action instituted under Section l 1 of this Article shall be implemented within a reasonable period of time after the event giving rise to such disciplinary action or knowledge thereof. Section 3. The provisions of this Article Section l shall not apply during the initial 180 365 calendar days of probationary employment. The probationary period can be extended by written agreement between the Employer and the Federation Union for an additional 180 calendar daysperiod, during which time Section l shall not apply. Periods of leave without pay and periods of time during which an employee is using paid leave to supplement workers’ compensation, ' compensation shall not count toward the initial 180 365 calendar days or any extension period. Section 4. The Employer will attempt to discipline employees in such a manner so as not to embarrass the employee before the public or other employees. It must be kept in mind, however, that where insubordination or flouting of authority by an employee in public and in the Federation agree to expand presence of other employees takes place, the alternative forms Employer shall not be restricted by the operation of discipline in lieu of suspension actions program in accordance with the side letter dated April 27, 2017this Section.

DISCHARGE, DEMOTION, SUSPENSION AND DISCIPLINE. Section 1. The Employer shall not demote, suspend, discharge or take any action against an employee without just cause. A demotion, suspension or discharge may be appealed beginning at the third step of the grievance procedure, subject to any conditions set forth in the grievance procedure. Other disciplinary action may be appealed beginning at the first step of the grievance procedure. The Federation shall be notified in writing by the Employer of any suspension, discharge or demotion, provided such demotion is the result of a disciplinary action. The requirements to notify the Federation will not be applicable if the Federation has not informed the agency or institution in writing of the applicable individual who will act on behalf of the employee involved. The failure of the Employer to comply with the preceding notification requirements will not affect the validity of the action, but will suspend the time period set forth in Step l of Section 2 of Article 22, Grievances and Arbitration, until the notification is received. Section 2. Any action instituted under Section l of this Article shall be implemented within a reasonable period of time after the event giving rise to such action or knowledge thereof. Section 3. The provisions of this Article shall not apply during the initial 180 calendar days of employment. The probationary period can be extended by written agreement between the Employer and the Federation for an additional 180 calendar days, during which time Section l shall not apply. Periods of leave without pay and periods of time during which an employee is using paid leave to supplement workers’ compensation, shall not count toward the initial 180 calendar days or any extension period. Section 4. The Employer and the Federation agree to expand the alternative forms of discipline in lieu of suspension actions program in accordance with the side letter dated April 27June 14, 20171999.