Discipline and Just Cause Sample Clauses

Discipline and Just Cause. No Employee who has fulfilled the probationary period shall be disciplined without just cause. The term "discipline" as used in this Agreement includes warning, reprimands, suspensions with or without pay, reductions in rank, compensation, or occupational advantage, discharges or other actions of a disciplinary nature. Any such discipline shall be subject to the grievance procedure. The specific grounds for disciplinary action will be presented in writing to the Employee and the Association no later than at the time discipline is imposed.
Sample 1Sample 2Sample 3See All (5)
Discipline and Just Cause. No Employee shall be disciplined, discharged, or reduced in rank or compensation without just cause. The Employer shall have the right to publish and enforce disciplinary rules and safety regulations. The affected Employee shall have the right to process any disciplinary action through the Complaint Procedure.
Sample 1Sample 2Sample 3See All (4)
Discipline and Just Cause. No employee who has fulfilled the probationary period, shall be reprimanded, disciplined, demoted or deprived of any benefit included in this contract without just cause. The Employer agrees to follow the concept of progressive discipline as established in labor relation’s precedents. Extreme circumstances and/or criminal activity may be just cause for discipline up to and including dismissal. These circumstances will be dealt with on a case by case basis. The Employer agrees that upon discharge of an employee, that no action shall be taken until the employee has had an opportunity to meet with a Union representative provided the delay is not more than twenty‐four (24) hours. When imposing any discipline on a current charge, the Employer will not take into account any reprimands which occurred more than three (3) years previously, provided there has been no repeat of the same or similar conduct during the past three (3) year period. Except in case of an emergency situation, employees shall not be publicly disciplined.
Sample 1Sample 2
Discipline and Just Cause. Without limiting the generality of the foregoing provisions, it is expressly understood and agreed that a breach of any of the rules or of any of the provisions of this Agreement may be deemed to be sufficient cause for discharge or discipline of any Employee, provided that nothing herein contained shall prevent an Employee from going through the grievance procedure. The Bargaining Unit shall receive copies of all correspondence regarding said breaches at the same time the Employee receives such notice.
Sample 1Sample 2
Discipline and Just Cause. ‌ SECTION 8.1 JUST CAUSE AND RIGHT TO REPRESENTATION‌
Sample 1Sample 2
Discipline and Just Cause. The City, through the Chief of the Minneapolis Police Department, will discipline employees who have completed the required probationary period only for just cause. Discipline includes only the following, but not necessarily in this order (progressive discipline is not required):
Sample 1
Discipline and Just Cause. The City, through the Chief of the Minneapolis Police Department, will discipline employees who have completed the required probationary period only for just cause. The unit of measurement for any suspensions which may be assessed shall be in hours. Investigations into an employee's conduct which do not result in the imposition of discipline shall not be entered into the employee's official personnel file maintained in the Police Department and/or the City’s Human Resources Department. For the purposes of this Article, disputes related to personnel file retention and/or reconciliation may be resolved through the procedures set forth in Article 11, Settlement of Disputes. 1. Written reprimand 2. Suspension (unpaid, “vacation balance,” or a combination)* 3. Demotion 4. Discharge Although discipline will normally be administered progressively, “progressive discipline” does not require that each form of discipline be applied, nor must it be applied in the order listed above; just cause is based on the facts and circumstances of the situation. *The unit of measurement for any suspensions which may be assessed shall be in hours. The City may, in lieu of or in combination with an unpaid suspension, issue a suspension by subtracting vacation hours from the employee’s accrued vacation balance on an hour-to-hour basis. In no event shall a vacation balance suspension result in the cancellation or disapproval of a previously-approved vacation. Investigations into an employee's conduct which do not result in the imposition of discipline shall not be entered into the employee's official personnel file maintained in the Police Department and/or the City’s Human Resources Department. For the purposes of this Article, disputes related to personnel file retention and/or reconciliation may be resolved through the procedures set forth in Article 11, Settlement of Disputes.
Sample 1
Discipline and Just Cause. The Employer shall not discipline an employee who has successfully passed probation without just cause. 2.2.1 Discipline shall be corrective, not punitive, and shall be progressive in nature where appropriate. Employees have the right to Union representation during any investigatory meeting with the Employer related to the investigation of actions which may lead to discipline. The parties agree that discipline is best issued in confidence when practicable. 2.2.2 Discipline, to be considered valid, must be issued in writing to the affected employee. The Employer will provide the Union with a copy of disciplinary letters. 2.2.3 A Xxxxxxxxxx meeting will be offered prior to a decision to suspend or discharge an employee, and a decision will be made within 30 calendar days of the meeting, unless otherwise mutually agreed to by the parties. 2.2.4 Provided the employee has received no further or additional related discipline in the intervening period, disciplinary action at the level of a written reprimand will not be used for progressive discipline after two years.
Sample 1