Discipline and Due Process. Just Cause Discipline
Discipline and Due Process. The City agrees to maintain the disciplinary protocols currently used in the Aquatics Division of the Department of Recreation and Parks (which may include written disciplinary action prior to termination) and at the Los Angeles Convention Center for employees on the payroll on February 18, 2003, the date the part-time Agreement was approved by Council. These protocols shall not apply to employees who terminate their employment and are subsequently rehired.
Discipline and Due Process.
1. Just Cause Except as otherwise provided in this Agreement, all disciplinary action shall be for just cause. Just cause shall not be required in the case of discipline or discharge of probationary employees.
Discipline and Due Process. Confirmed positive tests are for administrative purposes only and are not to be used against the employee during any phase of criminal proceeding. Any employee whose drug test result is confirmed as positive and who then is charged administratively by Management, will receive due process and be afforded representation as prescribed in the Discipline and Dismissal Procedure, Article 18. Any attempt on the part of Management to influence any approved drug testing facility or employees of those facilities in an effort to circumvent the provisions of this section, shall be considered a breach of this Agreement and shall allow the Council to initiate a step 4 grievance within thirty (30) days following the date the employee or the Council first became aware of such conduct.
Discipline and Due Process. Confirmed positive tests are for administrative purposes only and are not to be used against the employee during any phase of criminal proceeding. Any employee whose drug test result is confirmed as positive and who then is charged administratively by Management, will receive due process and be afforded representation as prescribed in Article 25. Any attempt on the part of Management to influence any approved drug testing facilities or employees of those facilities in an effort to circumvent the provisions of this section, shall be considered a breach of this Agreement and shall allow the Union to initiate a Step 4 grievance within thirty (30) days following the date the employee or the Union first became aware of such conduct. After five (5) years from the date of an employee passing a return to duty test or the date of the last positive drug or alcohol tests, whichever date is later, a confirmed positive drug or confirmed positive alcohol test result shall be removed from the employee’s file upon the request of the employee and shall not be considered in subsequent determination of discipline. It is further understood that a substance abuse professional (SAP) may require follow-up testing for five (5) years.
Discipline and Due Process. Probationary Employees
Discipline and Due Process. Probationary Employees, Causes, Progressive Discipline, Initiation and Notification of Charges, Employment Status Pending Appeal or Waiver, Time Limit of Suspension, Right to Appeal, Amended/Supplemental Charges, Hearing Procedures, Hearing Decision Appendix A Definitions Appendix B Compensatory “Comp” Time Sheet Appendix C Classification Review Form Appendix D Performance Evaluation Form Appendix E Classified Salary Schedule 2 Agreement 3 This is an agreement made and entered into this June 14, 2018, by, and between the Rim 4 of the World Unified School District and the California School Employees Association, and its 5 Chapter #417, which is an affiliate of the California School Employees Association. 6 This agreement is entered into pursuant to Chapter 10.7, sections 3540 – 3549.1, 7 inclusive, of the Government Code. 8 This agreement shall commence July 1, 2018 and shall continue in full force and effect 9 up to and including June 30, 2021, and thereafter, shall continue in effect year-by-year unless 10 one of the parties notifies the other in writing no later than March 15, 2021, of its request to 11 modify, amend, or terminate the agreement. 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Discipline and Due Process. 46-47
A. Just Cause Discipline 46
B. Procedure 46-47
1. Preliminary Hearing 46
2. Disclosure of Charges 46 3. Superintendent Action – Notification 46-47 4. Suspension/Termination 47 5. Board Level Meeting – Notice 47 6. Appeal of Board Decision 47 7. Notification 47 C. Employee Rights 47 D. Removal of Discipline from Personnel File 47
Discipline and Due Process. A Verbal Coaching/Counseling avenues to correct concerns with a staff member’s job performance or unprofessional actions are explored. This will include, but not be limited to, additional training in the area(s) of concern, suggestions/recommendations for how to efficiently complete assigned tasks, regular supervision meetings, etc. No written record of a verbal coaching/counseling will be kept in the staff member’s public personnel file.
1. Employees shall only be disciplined for just cause after the completion of an investigation.
2. Disciplinary action will be progressive and commensurate with the staff member's offense, it being understood that certain offenses may lead to immediate dismissal as indicated by this Article and the Employee Handbook.
Discipline and Due Process. A. This Article applies only to employees who have completed their initial probationary periods.
1. The Board retains the right to adopt rules and regulations for the efficient operation of its facilities and the conduct of its employees. The parties recognize that all employees are subject to and responsible for the implementation of statuary provisions which may not necessarily be included in the Board’s rules and
