Common use of Disciplinary Grievances Clause in Contracts

Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement. (b) In a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its action. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article. (c) The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting. (d) The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.

Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement. (b) In a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its actionaction immediately. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article. (c) The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting. (d) The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.

Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement. (b) . In a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its action. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article. (c) . The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting. (d) . The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.

Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement. (b) In . a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its actionaction as soon as reasonably possible. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file personnelfile shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article. (c) . The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting. (d) The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.

Disciplinary Grievances. (a) The Board agrees that it will not suspend, discharge or otherwise discipline an employee without just cause. It is understood that termination of a probationary employee's employment may entail a lesser standard of cause than for permanent employees covered by this agreement. (b) In a matter involving suspension or discharge, the Board shall have the right, where it deems it to be necessary and appropriate, to remove the employee from the workplace immediately. In such cases the Board shall inform the Union of its actionaction as soon as reasonably possible. Except for such situations, the parties agree that at the time formal discipline is imposed, up to and including discharge, or at any stage of the grievance procedure, an employee shall have the right, upon request, to the presence of a representative(s) from the Union. In a case of any formal discipline, suspension or discharge, the Board shall notify the employee in advance of this right of representation. The employee shall be provided at this meeting with a written copy of the discipline. A copy of any written disciplinary action that would be placed in the member’s personnel file shall be forwarded to the Bargaining Unit President. It is understood by both parties that a verbal warning or reprimand is not considered formal discipline for the purposes of this article. (c) The Board agrees that a disciplinary meeting shall be scheduled at a time mutually agreeable to allow for the attendance of the Union representative requested by the member. The Union agrees to make every effort to provide such representation on a timely basis. The Board agrees to make every effort to accommodate the release of the Union representative, if required, to attend the meeting. (d) The primary purpose of a performance appraisal procedure shall be to improve the performance of the individual.