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.
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.
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.
Discipline and Just Cause. SECTION 1: JUST CAUSE AND RIGHT TO REPRESENTATION
a) Just Cause and Progressive Discipline
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.
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:
1. Written reprimand
2. Suspension (unpaid, “vacation balance,” or a combination)*
Discipline and Just Cause. 11 Section 1: Just Cause and Right to Representation 11 Section 2: Notification of Formal Disciplinary Action / Written Justification for Discipline for Cause 12 Section 3: Suspension or Discharge 13 Section 4: Investigation of Just Cause by Union 13 Section 5: Employer Rules 13 Section 6: Personnel Files 14 Section 7: APS or Regulatory Investigations 14
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.
Discipline and Just Cause. A. The Board agrees that its rules and regulations governing employees will be reasonable.
B. Enforcement of discipline will be for just cause.
C. If a teacher is to be reprimanded, suspended with or without pay, and/or discharged by the Board or its representative, he will be entitled to have a representative of the Association present.
