Discipline and Discharge for Just Cause. The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer’s Employee Handbook. Offenses warranting immediate terminations shall include but not be limited to repeated action or inaction that is abuse or neglect. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee’s action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information cannot be released without the express approval by the resident. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. Employees shall be notified of their right to request union representation at the beginning of any disciplinary meeting or disciplinary investigation. Employees and the Union Field Representative or advocate will be provided with a copy of any written notice of disciplinary action. Copies of all written discipline shall be provided to the designated advocate and designated union representative within four (4) business days. A record of disciplinary action shall be removed from an employee’s personnel file twelve (12) months after it was issued, except that if a Bargaining Unit Employee receives a related discipline during an eighteen (18) month period, the original discipline will remain in his or her file until eighteen (18) months have elapsed during which the Bargaining Unit Employee received no related discipline. This provision shall not apply to disciplines issued for resident abuse, resident neglect, sexual or racial harassment. The Advocate and/or a union representative may meet and discuss any disciplinary action of a Union member with Employer. Arbitration shall apply only to final warnings, suspensions or discharge.
Discipline and Discharge for Just Cause. Discipline and discharge of regular employees shall be for just cause. Unusual occurrences will not be punitive in nature. If a manager intends to meet with an employee for an investigatory review, the manager must inform the employee of the nature of such a meeting prior to the meeting with details of the issue. Regular employees who have been discharged by the Employer shall, upon request by the employee, be given a written statement of cause of the discharge at the time of discharge. Copies of written warnings shall be given to the employee at the time formal disciplinary action is taken or shortly thereafter. The employee shall be required to acknowledge receipt in writing of the written warning notice. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but that the employee has seen the written warning and comprehends the gravity of the disciplinary action taken. Upon request by the employee, a copy of the written warning will be sent to the Union. Employees shall have the right to review and comment on letters of warning and performance evaluations currently in their personnel file. The Employer shall use a uniform system of written warning notices for poor work performance, formal reprimands and suspensions.
Discipline and Discharge for Just Cause. The parties agree that in their respective roles, primary emphasis shall be placed on preventing situations requiring disciplinary actions through effective nurse-management relations. A Registered Nurse shall only be disciplined or discharged for just cause. A written record of the charges forming the basis for a disciplinary action shall be made available to the affected nurse at the time the action is taken. Any disciplinary action taken against a nurse shall be appropriate to the behavior which precipitated the disciplinary action. To this end, in order of increasing severity, the system of progressive disciplinary actions which the Employer may take against a nurse include:
Discipline and Discharge for Just Cause. Normally, progressive discipline will be followed by the District in the issuance of discipline. The District shall not discipline or discharge any employee without just cause. Discipline issued to probationary employees is not subject to review or grievance under provisions of this Agreement. Counseling, verbal or written, shall not be considered or used as discipline. Written discipline shall include facts sufficient to provide notice to the employee of the misconduct or deficiencies for which the District holds the employee responsible. No prior disciplinary warnings need be given before the District may discharge an employee for theft of money or property, falsification of time records, intoxication or use of drugs or alcohol while on duty, insubordination or violent, abusive or negligent conduct which threatens or endangers the health or safety of the employee or other persons. In reviewing an employee’s record for purposes of discipline, disciplinary entries older than four (4) years from the date of the event giving rise to the discipline will not be used or considered at any hearing or arbitration to support further charges. The District and arbitrator may only consider the length of service, previous performance appraisals and any commendations for the same four (4) year period.
Discipline and Discharge for Just Cause. Discipline and discharge shall be for just cause. Employees who have been discharged by the Employer shall be given a written statement of the cause of discharge at the time of discharge.
Discipline and Discharge for Just Cause. 4.1 Notice of Resignation or Termination. Regular employees shall give not less than twenty-one (21) calendar days prior written notice of intended resignation. Employees who fail to provide twenty-one (21) written notice and employees discharged for cause are not eligible for payment of unused accrued vacation and/or holiday pay.
Discipline and Discharge for Just Cause. Any nurse who has completed his or her probationary period and who is otherwise covered by this agreement may be discharged, or be subject to any other disciplinary action for just cause only. Discipline shall be progressive, except for serious misconduct. Progressive discipline is defined as verbal warning, written warning, suspension and/or discharge. The Hospital shall take reasonable measures to document a Nurse’s conduct which may result in discipline but shall keep such documentation confidential. Upon request, all Registered Nurses shall be entitled to have the Local Unit Chairperson or designee present during a disciplinary meeting and/or an investigatory interview which the nurse believes may result in discipline. The Hospital will inform the nurse of the purpose of such meeting and will give the nurse a reasonable opportunity to arrange for a representative to be present in person or by phone. The Hospital will notify the Association if it discharges a Nurse.
Discipline and Discharge for Just Cause. Discipline and discharge of regular employees shall be for just cause. Regular employees who have been discharged by the Employer shall, upon request by the employee, be given a written statement of cause of the discharge at the time of discharge or within a reasonable time thereafter. Copies of written warnings shall be given to the employee at the time formal disciplinary action is taken or shortly thereafter. The employee shall be required to sign the written warning notice. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but that the employee has seen the written warning and comprehends the gravity of the disciplinary action taken. Upon request by the employee, a copy of the written warning will be sent to the Union.
Discipline and Discharge for Just Cause. Any nurse who has completed his or her Introductory Status period and who is otherwise covered by this Agreement may be discharged, or be subject to any other disciplinary action for just cause only. Both parties agree that reasonable attempt should be made to counsel employees prior to disciplinary action and that discipline shall be progressive, except for serious misconduct. The Employer shall take reasonable measures to document a nurse’s conduct which may result in discipline but shall keep such documentation confidential. Upon request, all Registered Nurses shall be entitled to have the Local Unit Chairperson or designee present during an investigatory interview which the nurse believes may result in discipline. In addition, all Registered Nurses shall be entitled to have the Local Unit Chairperson or designee, if readily available, present during any disciplinary action involving verbal or written reprimand, suspension, or discharge, excluding counseling. The Employer shall inform the nurse of the purpose of such disciplinary meeting in advance. Except in any case requiring immediate action on the part of the Employer, the nurse shall be given a reasonable amount of time to obtain Association representation and a mutually agreed upon meeting time will be established with the Association representative, the Employer representative, and the nurse involved. The Employer will notify the Association if it discharges a nurse.
Discipline and Discharge for Just Cause. The Employer may discharge or discipline an employee for just cause.
