Discipline and Termination. Employee recognizes that Employee’s promise to remain as President of the Institution through the entire Term is of the essence of this Agreement to the Employer. It is also recognized, however, that certain circumstances may make it appropriate for Employer to terminate this Agreement prior to the completion of its entire term, as follows:
Discipline and Termination. Regular employees who have been hired for a minimum of three (3) continuous years (without a break in service as per Section 3.B.) shall not be disciplined (which shall include reprimands), suspended, or terminated except for just cause.
Discipline and Termination. A. The Employer shall not discipline or terminate any non-probationary Employee without just cause.
B. Discipline can include, but is not limited to, the following:
Discipline and Termination. 1. An employee may be disciplined or terminated/dismissed if there is found to be just cause for such action. Just cause shall include but not be limited to the following:
a) medically diagnosed incapacity to perform assigned duties;
Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable conduct, the level of discipline dictated by the relative severity of the infraction. Employees should be made aware of the expectations either verbally or in writing and notice of any deficiencies should be documented and communicated to the employee in a timely manner. Such documentation should be specific and should avoid conclusions unless supported by evidence. When it becomes necessary for a supervisor or manager to take corrective action, the action may be precipitated by a variety of situations. Disciplinary guidelines should be specific enough to ensure technically correct action, but flexible enough to permit the supervisor or
2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance.
3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment).
4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process.
5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors.
Discipline and Termination. This Article is not intended to limit the ability of the Employer to pursue discipline for cause, as described in Article XXI.
Discipline and Termination. A. All discipline shall be for just cause.
B. An employee may be represented during any disciplinary meeting if the employee so chooses. Prior to any disciplinary action, an employee shall be informed of the reason(s) for said action.
C. Within ten (10) work days following disciplinary action the employee and the Association president shall be given written notice of the disciplinary action and the reason(s) therefore. Disciplinary action or administrative complaints of any type against an employee that is placed in his/her file shall be disregarded for future disciplinary action purposes after a period of 24 consecutive months where no further similar disciplinary action or administrative complaint occurs.
D. Any action by the Board to renew or not renew the contract of an employee or any recommendation by the Superintendent to renew or not renew any such contract shall not be deemed a grievance and may not be processed as such; however, the procedures for non-renewal may be grieved using this Agreement’s grievance procedure.
E. When appropriate, discipline shall be progressive, provided however, that no grievance may be filed or processed related to any disciplinary matter unless such matter results in a loss of more than one day of pay.
F. Termination of employment, but not non-reemployment (non-renewal), may be grieved and such grievance shall be the exclusive remedy available to the terminated employee.
Discipline and Termination. A. RESOLUTION Local supervisors and workers will make every attempt to resolve issues of possible corrective action at the local level. Nothing will preclude the University and Union from resolving disciplinary matters at any time.
B. JUST CAUSE No worker, who has passed his / her trial period, may be disciplined (including written warnings and reprimands), terminated (unless concluding a fixed-term appointment), or suspended, except for just cause. Such cause must be job related or must arise out of some act that disrupts, interferes with, or damages the University or its operation in a way not protected by this Agreement.
1. PROGRESSIVE DISCIPLINE Stanford is committed to the use of progressive discipline in administering this section. Progressive discipline means attempting to correct work deficiencies by using the level of discipline appropriate to the alleged infraction. Discipline may include oral reprimand(s), written warning(s), and / or suspension(s) depending on the facts and circumstances of the particular situation. The University may repeat or omit levels of discipline or proceed directly to termination as appropriate, consistent with just cause.
a. When issuing a written warning or suspension the University will discuss the concerns with the worker, with the xxxxxxx present.
1) The University must inform the worker of those areas where he / she does not meet expectations, the expectations the worker must meet, and the consequences of his / her failure to meet the expectations.
2) The University will confirm the discussion(s) in writing to the worker with a copy to the Union.
b. The worker will be provided reasonable opportunity to meet the University’s stated expectations.
c. If the worker fails to meet the expectations after such reasonable opportunity, the University will take appropriate action for just cause.
2. TERMINATION Before termination of employment, and upon request by the Union, the Union and the University shall confer to determine whether alternative placement is possible. If such a placement is available, they may place a worker in some other job by mutual consent pursuant to the provisions of §6.2.-
Discipline and Termination. 16.01 It is hereby agreed that the Employer has the right to discipline or discharge for just cause and notice or pay in lieu of notice may be forfeited in the event of such discharge, at the Employer's option. The Employer will provide the employee with a statement, in writing, at the time of the discipline or discharge clearly establishing the reason for such discipline or discharge.
16.02 Upon request an employee shall be entitled to review his/her personnel file annually and in the event of a grievance. Disciplinary action shall be removed from an employee’s file after 12 months for verbal or written warnings, and after 24 months for a suspension provided the employee has been discipline free for the respective 12 or 24 month period. An employee shall have the right to have the Xxxxxxx(s) or Business Representative of the Union present at any discussions with the Employer that the employee believes may be the basis of disciplinary action. Where the Employer intends to meet with an employee for disciplinary purposes, or impose discipline, they shall notify the employee, Xxxxxxx and/or Business Representative.
16.03 If upon joint investigation by the Union and the Employer, or by decision of the Board of Arbitration appointed pursuant to the terms of this Agreement, it shall be found that an employee has been unjustly discharged, such employee shall be, subject to the award of the said Board or pursuant to the mutual findings of the Union and the Employer, reinstated to his former position without any loss of seniority or rank or benefits, and shall be compensated by the Employer for all time lost retroactive to the date of discharge.
16.04 An employee whose employment is terminated by the Employer, as set forth in Section l above, shall be paid all vacation credits and salary due upon such termination of employment.
16.05 If an employee resigns without giving two (2) weeks' written notice, such employee shall forfeit all welfare plan benefits.
Discipline and Termination. 1. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and
2. Unacceptable conduct that warrants disciplinary action up to and including termination may include, but is not limited to, policy violations, disruptive behavior in the workplace, insubordination, criminal activity (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.1.), or grievous action (as defined in Article V. Employment, Section F. Discipline and Termination 9.2.2.3). Termination may also result from unsatisfactory performance.
3. Except for those who may be terminated during their introductory period, no bargaining unit member shall be disciplined or terminated except for just cause. The just cause provision shall not apply to the separation of bargaining unit members due to retrenchment (Article V. Employment, Section J. Retrenchment).
4. The principles of progressive discipline shall be applied to disciplinary action. The determination of unacceptable conduct shall be made by the supervisor in consultation with Human Resources. Employees who are disciplined shall have access to the grievance procedure set forth in this Agreement and Association representation throughout the discipline and grievance process.
5. Although discipline will normally be imposed in a progressive manner, where appropriate the College may skip or repeat steps based upon the circumstances of any given case. The level of discipline will be dictated by the severity of the infraction, the employee’s prior work history, and any other mitigating or aggravating factors.
