Discharge for Just Cause. The College may discharge, at any time, an Employee from employment for just cause.
Discharge for Just Cause. The Company has the right to discharge any employee for just cause. The employee shall be notified in writing, with a copy to the Union, giving reason for dismissal, notwithstanding the employee's right to the Grievance Procedure.
Discharge for Just Cause. The Contractor may discharge any Employee for just cause provided there shall be no discrimination on the part of the Contractor against any Employee by reason of any union activity not interfering with the proper performance of his work.
Discharge for Just Cause. No employee shall be discharged except for just cause. Just cause includes three written warnings in one twelve-month period or serious misconduct. Serious misconduct includes but is not limited to; gross insubordination; theft of personal or organizational property; abusive language when addressing a supervisor, colleague, board member or member of the public; under the influence of illegal substances while working; and creating an unsafe workplace. Engaging in serious misconduct may result in immediate termination, after all relevant information has been collected and considered.
Discharge for Just Cause. 20.1 The Employer may discharge a member of the bargaining unit for just cause.
Discharge for Just Cause. A permanent employee is one who has completed the probationary period. No permanent employee may be discharged without just cause. The following seven (7) test questions will be used to determine just cause for discharge.
a. Did the supervisor give to the employee forewarning or foreknowledge of possible or probable disciplinary consequences of the employee’s conduct?
b. Was the University’s rule or managerial order reasonably related to (1) the orderly, efficient, and safe operation of the department’s business, and (2) the performance that the supervisor might properly expect of the employee?
c. Did the supervisor, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management?
d. Was the University’s investigation conducted fairly and objectively?
e. During the investigation, did the “judge” obtain substantial evidence or proof that the employee was guilty as charged?
f. Has the department applied its rules, orders and penalties evenhandedly and without discrimination to all employees?
g. Was the degree of discipline administered by the supervisor in a particular case reasonably related to (1) the seriousness of the employee’s proven offense, and (2) the record of the employee in his service with the University?
Discharge for Just Cause. Failure to report to work after a layoff, within ten (10) calendar days after written notice of recall is sent to the address that was last provided by the employee.
Discharge for Just Cause. Failure to return to work within ten (10) days after being recalled from layoff by registered mail, return receipt requested, unless due to actual illness or accident.
Discharge for Just Cause. NO DISCRIMINATION - The Employer shall have the right to discipline or discharge an employee for just cause.
