Common use of Discipline and Termination Clause in Contracts

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. 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 their 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 their 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. 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.worker 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.-6.2-