DISCIPLINE AND/OR DISCHARGE. No employee who has passed the probationary period shall be disciplined without just cause. An employee shall be entitled to due process where discipline is imposed. Disciplinary action may include the following steps and shall normally be progressive as outlined below, but the disciplinary process may be entered at any step depending upon the severity of the incident causing the disciplinary action:
DISCIPLINE AND/OR DISCHARGE. FOR JUST CAUSE
a) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause.
b) In the event that an employee other than probationary is discharged for just and reasonable cause, the Chief Xxxxxxx will be notified and provided with the reasons for the discharge.
DISCIPLINE AND/OR DISCHARGE. 30.01 Except in cases involving gross misconduct the Employer shall not discipline or discharge an employee without undertaking the following steps:
a) No employee may be disciplined or discharged except for just cause, which shall consist of unsatisfactory work performance or misconduct. Disputes over what constitutes just cause shall be resolved through the grievance procedure. In case of discipline and/or discharge the burden of proof of just cause shall rest with the Employer. Evidence must be limited to the grounds stated in the written warning under subsection (c) of this Article, or subsection 30.04 of this Article in the case of gross misconduct.
DISCIPLINE AND/OR DISCHARGE. The City reserves the right to discipline or discharge employees who have completed their initial probationary period pursuant to Section 4.02 for just cause. The City reserves the right to layoff for lack of work or funds, or occurrence of conditions beyond the control of the City or where such continuation of work would be wasteful and unproductive. The City shall have the right to determine reasonable schedules of work and to establish methods and processes by which such work is performed.
DISCIPLINE AND/OR DISCHARGE. 12.1 The Employer agrees that for regular employees discipline and/or discharge shall be only for just cause. Employees issued discipline shall acknowledge receipt of the disciplinary notice with their signature. The signed employee acknowledgment does not necessarily mean that he/she agrees with the issued discipline.
DISCIPLINE AND/OR DISCHARGE. A. Employees shall be subject to immediate dismissal for any of the following reasons: drunkenness, dishonesty, insubordination or willful neglect or violation of written Board policy or any moral charge.
B. The discharged employee will be allowed to discuss his discharge with an association member and the Employer will make available an area where this may be done before the employee is required to leave the property of the Employer. Upon request, the Employer or his designated representative will discuss the discharge with the employee.
C. Should the discharged employee consider the discharge to be improper, a complaint shall be presented in writing, to the Employer within two (2) regularly scheduled work days of the discharge.
D. The Employer will review the discharge and give his answer within three (3) regularly scheduled work days. If the decision is not satisfactory to the employee, the matter shall be referred to the grievance procedure and at Step Two.
E. Progressive steps of discipline will be followed for minor infractions.
DISCIPLINE AND/OR DISCHARGE. Employees directed by the Company to attend a formal disciplinary meeting, will be accompanied by a Union representative. Employees attending such meet- ings outside their scheduled working hours will be paid for this meeting. The timing of such meeting will be de- termined between the Plant Manager or designate and the Plant Chairperson. of twelve (12) months with no recurrence of the same or related violation, from the date of issu- ance, of any disciplinary action given to an employee, will result in removal of said disciplinary action from the employee's personnel record. An employee being discharged or suspended will be given the opportunity to meet with his shift Union rep- resentative or a representative of the Plant Committee, for a reasonable period of time, not to exceed one (1) hour, paid at the applicable rate, prior to leaving the plant. The Company recognises the employee's desire for disciplinary decisions to be made quickly. All disci- plinary decisions will be administered to the employee within five (5) working days for the employee involved. Employees receiving suspension will serve the suspen- sion commencing no later than his next scheduled shift after the decision being made.
DISCIPLINE AND/OR DISCHARGE. Employees directed by the Company to attend a formal disciplinary meeting, will be accompanied by a Union representative. Employees attending such meet- ings outside their scheduled working hours will be paid for this meeting. The timing of such will be de- termined between the Plant Manager or designate and the Plant Chairperson. A period of twelve (12) months with no recurrence of the same or related violation, from the date of issu- ance, of any disciplinary action given to an employee, will result in removal of said disciplinary action from the employee’s personnel record. An employee being discharged or suspended will be given the opportunity to meet with his shift Union representative or a representative of the Plant Com- mittee, for a reasonable period of time, not to exceed one hour, paid at the applicable rate, prior to leaving the plant. In the case of suspensions, at the time of this meeting, the employee and the Union will be providedin writing with the reason for the discipline, and if already determined, the duration of the suspension. The Company recognizes the employee’s desire for disciplinary decisions to be made quickly. All disci- plinary decisions will be administered to the employee within five (5) working days for the employee involved. Employees receiving suspension will serve the suspen- sion commencing no later than his next scheduled shift after the decision being made. New hires shall be considered probationary until they have completed a total of sixty (60) days actually worked which will include time spent in classroom train- ing, within a twelve (12) consecutive month period after which they shall become regular employees as defined in Clauses and and their seniority rating shall be their original hiring date. The Plant Chairperson will be provided with a list of new hires upon completion of the probationary period. During their probationary period, probation- ers shall be subject to release by the company, at any time, and the Company will have no responsibility for re-employment of probationers if they are laid off; and such probationers shall have no rights of grievance un- der this clause except for termination the probationary employee may file a grievance alleging that termination was exercised in bad faith.
DISCIPLINE AND/OR DISCHARGE. 5.01 The Company shall not discipline or discharge any employee other than probationary employees without just cause. The Company shall notify the Xxxxxxx and/or Unit Executive Member prior to meeting with an employee who may be subject to discipline. The Xxxxxxx and/or Unit Executive Member must be present when the Company is meeting with an employee who may be subject to discipline for the purpose of either conducting an investigation meeting that may give rise to discipline or a meeting to provide notice of discipline or discharge. Any discipline issued to a probationary employee will not be subject to the grievance procedure but shall be removed from the affected employee’s file upon completion of the probationary period.
5.02 If the Union considers such discipline or discharge to be without just cause, the matter shall be handled in the manner more fully set forth in Article 20. Discharge grievances will commence at the third step of the grievance procedure.
5.03 In the event such discharge or suspension is determined to have been without just cause, the employee shall be reinstated in good standing, without prejudice or loss of seniority rights, and shall receive full pay for the time lost.
5.04 The Company will not rely on previous discipline that occurred more than one (1) year prior to the current incident. In the case of suspension the time frame is two (2) years.
DISCIPLINE AND/OR DISCHARGE. Employees directed by the Company to attend a formal disciplinary meeting will be accompanied by a Union representative. Employees attending such meetings outside their scheduled working hours will be paid for this timing of such meeting will be determined between the Plant Manager or designate and the Plant Chairperson. A period of twelve (12) months with no recurrence of the same or related violation, from the date of issuance, of any disciplinary action given to an employee, will result in removal of said disciplinary action from the employee’s personnel record. An employee being discharged or suspended will be given the opportunity to meet with his shift Union representative or a representative of the Plant Committee, for a reasonable period of time, not to exceed one (1) hour, paid at the applicable rate, prior to leaving the plant. The Company recognizes the employee’s desire for disciplinary decisions to be made quickly. All discipli- nary decisions will be administered to the employee within five (5) working days for the employee involved. Employees receiving suspension will serve the suspen- sion commencing no later than his next scheduled shift after the decision being made.
