Common use of Discharge or Suspension for Just Cause Clause in Contracts

Discharge or Suspension for Just Cause. The Port may discharge or suspend any employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's work or conduct. Discipline to be considered valid shall be issued in writing within twenty (20) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty (20) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft or physical assault, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the employee and sent to the Union within twenty (20) working days of such violation. (If the employee is unavailable, the warning notice may be sent to his/her last reported home address.)

Discharge or Suspension for Just Cause. The Port may discharge or suspend any employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's work or conduct. Discipline to be considered valid shall be issued in writing within twenty thirty (2030) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty thirty (2030) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft or theft, physical assault, racial harassment or sexual harassment maybe subject to, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the employee and sent to the Union within twenty thirty (2030) working days of such violation. (If the employee is unavailable, the warning notice may be sent to his/her last reported home address.)

Discharge or Suspension for Just Cause. The Port may discharge or suspend any employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's work or conduct. Discipline to be considered valid shall be issued in writing within twenty thirty (202030) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty twentythirty (202030) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft theft, or physical assault, racial harassment or sexual harassment maybe subject to, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the employee and sent to the Union within twenty thirty (202030) working days of such violation. (If the employee is unavailable, the warning notice may be sent to his/her last reported home address.)

Discharge or Suspension for Just Cause. The Port may discharge or suspend any employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's ’s work or conduct. Discipline to be considered valid shall be issued in writing within twenty thirty (2030) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty thirty (2030) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft or physical assault, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the employee and sent to the Union within twenty thirty (2030) working days of such violation. (If the employee is unavailable, the warning notice may be sent to his/her last reported home address.)) Formatted: Footer

Discharge or Suspension for Just Cause. The Port may discharge or suspend any employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's work or conduct. Discipline to be considered valid shall be issued in writing within twenty thirty (2030) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty thirty (2030) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft or theft, physical assault, racial harassment or sexual harassment maybe subject to, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the employee and sent to the Union within twenty thirty (2030) working days of such violation. (If the employee is 1s unavailable, the warning notice may be sent to his/her last reported home address.)

Discharge or Suspension for Just Cause. The Port may discharge or suspend any regular employee for just and sufficient cause. With the exception of a discharge or suspension for gross misconduct, no regular employee shall be discharged or suspended unless a written notice shall previously have been given to such employee of a complaint against the employee concerning the employee's ’s work or conduct. Discipline to be considered valid shall be issued in writing within twenty thirty (2030) working days of the date of violation or knowledge of the violation. Should the employer request an extension of time for further investigation, such twenty thirty (2030) work day period shall be extended for purposes of that investigation. In cases of gross misconduct, such as, but not limited to, instances involving theft or physical assault, immediate discharge or suspension may be accomplished without a prior warning notice. Warning notices must be timely. With the exception of a discharge or suspension for gross misconduct or a disciplinary investigation in which an extension of time is requested by the employer, any disciplinary action shall be null and void unless issued in writing and given to the regular employee and sent to the Union within twenty thirty (2030) working days of such violation. (If the employee is unavailable, the warning notice may be sent to his/her their last reported home address.)