Discipline and Discharge Administration Sample Clauses

Discipline and Discharge Administration. The University shall have the right to discipline or discharge employees for just cause. The University shall administer the disciplinary or employment termination process in a manner that does not embarrass an employee before other employees or the public when practical. The University will employ a progressive disciplinary or termination of employment process to address employee misconduct; however, exceptions to these processes, based on the nature or impact of the acts(s) of misconduct, will be made as necessary. The specific sequence of steps to be followed may include verbal counseling, formal written warning, suspension without pay, and termination of employment (discharge). These steps to be followed will be determined jointly by the employee’s immediate supervisor, department administrator, and the Office of Human Resources. The following categories include, but are not limited to, types of conduct that constitute just cause and are the basis for disciplinary action or termination of employment with the University: Violation of University policy or work rule; failure to adhere to department guidelines or University procedures; immorality, act(s) of misconduct, incompetence, disloyalty, negligence, unacceptable attendance record, unsatisfactory or substandard performance, and/or willful and persistent insubordination. Such causes are illustrative only. The employee shall have the right to Union representation during disciplinary or investigatory meetings that may lead to disciplinary action. The Union shall have the right to grieve all discharge personnel actions at Step 2 of the grievance and arbitration procedure set forth in Article 13. In the event an employee is suspended or discharged, the University shall notify the employee affected and the Union in writing, but no more than three (3) working days after the effective date of the suspension or discharge. Probationary employees may be disciplined, suspended, or discharged with or without cause and such actions shall not be subject to the grievance and arbitration procedure. Upon written request by an employee to the Office of Human Resources, notices of disciplinary action (i.e., written warning(s) and suspension notice(s)) shall be removed from employee’s official personnel file two (2) years from the date of issuance, if no other infraction(s) of the same or similar type have been entered during that period or unless removed through the grievance or arbitration procedure as set forth in Art...
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Related to Discipline and Discharge Administration

  • DISCHARGE AND DISCIPLINE 20.01 No employee shall be disciplined or discharged without just cause.

  • DISCIPLINE AND DISCHARGE CASES 13:01 An employee who is discharged by the Employer shall, as soon as may be practicable thereafter, be given written notice thereof and a copy of such notice shall, within seven (7) working days after such discharge, be forwarded to the President of the Union, which said Notice shall contain the reason for the discharge of the said employee.

  • DISCHARGE AND DISCIPLINE CASES 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five (5) working days thereafter, give written particulars of such censure to the President of the Union, with a copy to the employee involved.

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • DISCHARGE AND DISCIPLINARY PROCEDURE 8.01 Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or unreasonably, the grievance shall be filed at Step Three (3) of the grievance procedure within five (5) working days.

  • DISCHARGE, SUSPENSION AND DISCIPLINE 14.01 (a) In the event an Employee is suspended as a disciplinary measure and the Employee considers that an injustice has been done, the matter may be taken up at Step 2 of the Grievance Procedure.

  • DISCIPLINE AND DISCHARGE OF EMPLOYEES (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:

  • DISCIPLINE, SUSPENSION AND DISCHARGE 14.01 The Employer shall not discipline, suspend or discharge any employee except for just cause.

  • SUSPENSION AND DISCIPLINE 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that they have been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that they have ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in an attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two.

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