Common use of Discipline and Discharge for Just Cause Clause in Contracts

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. 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 the cause of the discharge at the time of dischargedischarge 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 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 rather shall be requested as an indication that the employee has they have seen the written warning and comprehends comprehend the gravity of the disciplinary action takenaction. Upon request by the employee, a copy of the written warning Union will be sent to the Unionnotified of all warning letters. 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 Verbal and written warning notices warnings, not including final written warnings, will not be relied on as the basis for poor work performance, formal reprimands and suspensions.further progressive discipline after two