Discipline and Termination of Employment. The Municipality retains the right to discipline or discharge an employee for just cause.
Discipline and Termination of Employment. The Employer retains the right to discharge an employee with status for just cause provided, where applicab le, progressive disciplinary measures have been satisfied. Just cause shall be generally defined as any legitimate business or disciplinary reason. Just cause shall include, but is not limited to, offenses such as theft, fighting, assault of a fellow employee, insubordination, gross disobedience, substandard performance or productivity, absence of an employee for three (3) consecutive working days without approval, habitual absenteeism and any reason set forth as follows:
Discipline and Termination of Employment. 20.01 The Union will be provided with a copy of Company policies regarding employee conduct and discipline and with copies of amendments to those policies or new policies prior to implementation.
20.02 An employee shall have, upon reasonable notice, access to her personnel file pertaining to work performance or conduct (but not access to references from previous employers). The employee may also request to have a copy of any document in the file, which shall not be unreasonably refused.
20.03 In cases of written reprimands, suspension or dismissals, the employee may request the attendance of union representative (in person or by telephone) in a disciplinary meeting with the Company. Any written disciplinary documentation presented to the employee will also be copied to the Union.
Discipline and Termination of Employment. 22.1 The Hospital shall not discipline a bargaining unit LPN without just cause.
22.2 Following are the forms of discipline: • Verbal warning (documented) • Written warning • Suspension • Discharge It is understood that consideration of progressive discipline is one aspect of just cause. However, this shall not be interpreted to preclude the Employer from discharging an employee immediately for just cause, nor from changing the above sequence depending upon the severity of the action for which the discipline is being administered.
22.3 The following non-inclusive list identifies some examples of misconduct considered to be very serious; any of them may lead to immediate discharge.
a. Disclosing to unauthorized persons confidential or privileged information.
b. Mistreatment, inconsiderate treatment, or neglect of patients.
c. Dispensing or personal use of prescription drugs without the approval of a physician.
d. Consumption of illegal drugs or alcohol on Employer premises.
e. Theft.
f. Fighting on Employer premises.
g. Use of profanity, especially when directed at patients, coworkers or other staff and visitors. Insubordination.
h. Bullying, intimidation, and harassment, provided that such misconduct did occur.
22.4 Verbal warnings shall not be used for progressive discipline purposes after twelve (12) months following issuance of the discipline, provided that the employee did not receive any discipline (verbal warning or above) during the intervening 12-month period.
22.5 In the event of termination, a copy of any termination notice shall be provided to the Union.
Discipline and Termination of Employment. The Hospital shall not discharge or suspend an employee without just cause. A written notice of any discharge or suspension shall be given to the employee and a copy thereof shall be sent to the Union.
Discipline and Termination of Employment. 22 ARTICLE 11 - HEALTH AND SAFETY 23 ARTICLE 12 – WORKWEEK 24 ARTICLE 13 - WORKING CONDITIONS 26 ARTICLE 14 – PAYROLL 27
Discipline and Termination of Employment. The MOA and the Union jointly agree that a termination of employment is the most severe disciplinary action that the MOA can take. The MOA agrees to explore the alternatives available for disciplinary action prior to discharging the employee. The MOA retains the right to discipline and/or discharge an employee for just cause. The Municipality shall notify the Union of a proposed disciplinary and/or discharge action before the issuance of the proposed disciplinary and/or discharge action to allow the opportunity for a Union representative to be present when such disciplinary and/or discharge action is taken. The reasons for such disciplinary and/or discharge action are to be stated in writing, or by email notification, by the Municipality.
Discipline and Termination of Employment. 11.1.1 Discipline action may be imposed by PIC for just cause. The principles of progressive discipline shall be followed. Generally, that progression will include (1) oral reprimand, (2) written reprimand, (3) unpaid suspension from duty (or final written warning), and (4) termination of employment. PIC may combine or skip steps in progressive discipline depending upon the nature and severity of the disciplinary infraction. Other
11.1.2 For the purpose of providing a guide to supervisors and employees, “Just Cause” is generally defined as follows, although special circumstances may warrant exceptions:
(1) The application of the rule, directive, or expectation was fair, reasonable, and applied even-handedly;
(2) A fair and objective investigation was conducted prior to the imposition of discipline;
(3) The evidence of wrongdoing on which PIC relied was credible;
(4) The employee was given reasonable opportunity to respond to the allegations of misconduct prior to the imposition of discipline;
(5) The level or degree of discipline was reasonably related to the seriousness of the offense and considerate of the employee’s past record.
11.1.3 Except in exigent circumstances PIC shall provide written notice to the bargaining unit member and the Union at least twenty-four (24) hours prior to an investigatory meeting that may result in disciplinary action. The notice shall provide the time, place, and participants of the meetings, the specific allegation(s) under investigation and the right of the bargaining unit member to be represented by an AEIOU representative.
11.4.4 In cases of written warning or reprimand, suspension, or demotion, the bargaining unit member shall be notified in writing of the reason(s) for the disciplinary action concurrent with commencement of the action. This written notice shall be provided to the employee in or after a meeting or, if the employee does not attend the meeting, by certified mail to the employee’s address of record.
Discipline and Termination of Employment. 47 Grievance Defined 48 Grievance Procedure 48 Step One 49 Article 7.3.2 Article 7.3.3 Article 7.3.4 Article 7.3.5 Article 7.3.6 Article 7.3.7 Article 7.3.8 Article 7.3.9 Step Two 49 Step Three 50 Arbitrability 50 Selection of the Arbitrator 50 Authority of the Arbitrator 50 Service 51 Existing Grievances 51 Personnel Files use in Arbitration 51 ARTICLE 8 WORK RULES 52 Article 8.1 Article 8.2 Article 8.3 Article 8.4 Article 8.5 Article 8.6 Article 8.7 Article 8.8 Safety 52 Protection of Municipal Property 53 Handtools 53 Lockers 53 Uniforms, Special Clothing, and Required Safety Footwear 53 Access to MOA Property 54 Revocation of License 54 Safety Award 54 ARTICLE 9 MISCELLANEOUS PROVISIONS 57 Article 9.1 Article 9.2 Educational Incentive 57 Union Training Program 57 ARTICLE 10 SCHEDULING 58 Article 10.1 Article 10.1.1 Article 10.1.2 Article 10.2 Article 10.3
Discipline and Termination of Employment. (a) The Employer shall not discharge, discipline or suspend any employee without either having “just cause” or having followed the procedures outlined in Sections 6.3(g)(1) through 6.3(g)(7).
