Common use of Discipline and Termination Clause in Contracts

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. 16.01 It is hereby agreed that the Employer has the right to discipline or discharge terminate an employee 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 writingwriting if requested, clearly establishing the reasons for such discipline or termination, with a copy to the Union, at the time of the discipline or discharge clearly establishing the reason for such discipline or dischargetermination,. 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 schedules a meeting with an employee for disciplinary purposes, or impose discipline, they shall notify the purposes of disciplining that employee, Xxxxxxx and/or Business Representativethe Employer shall advise the employee of their right to have a job xxxxxxx present. 16.03 If a regular (i.e., permanent) employee is terminated, except as provided in Section 1 above, said employee shall receive two (2) weeks written notice immediately prior to the date of termination, or the equivalent in wages. If notice is given prior to the vacation period of any employee, such employee shall receive two (2) weeks wages, at the employee's current salary, in addition to vacation pay to which the employee is entitled, plus all other benefits. 16.04 If an employee resigns without giving two (2) weeks written notice, the employee shall forfeit entitlement to payment for unused sick leave credits, severance pay, and retroactive pay, to a maximum of two (2) weeks pay. 16.05 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 their 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 16.06 An employee whose employment is terminated by the Employer, as set forth in Section l 1 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. 16.01 It is hereby agreed that A. Discipline, when administered, shall take place in a private area. Discipline will be in one or more of the Employer has following forms and normally in the right to discipline following order: 1. Verbal Reprimand 2. Written Reprimand 3. Suspension (without pay) 4. Discharge B. No nurse will be disciplined or discharge discharged except for just cause and notice or pay in lieu cause. In taking disciplinary action, the Hospital shall follow the principle of notice progressive discipline directed toward the goal of correction provided, however, the parties acknowledge that there may be forfeited in the event of such circumstances justifying immediate suspension and/or 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 A nurse shall have the right to have request the Xxxxxxx(spresence of an Association representative (one officially designated by the Association in writing to the Employer) or Business Representative of the Union present at any discussions with investigatory interview which the Employer that the employee believes nurse reasonably fears may be the basis of lead to disciplinary action. Where Management may not deny such a request provided the Employer intends to meet with an employee for disciplinary purposes, or impose discipline, they shall notify Association makes a representative available within twenty-four (24) hours of the employee, Xxxxxxx and/or Business Representativerequest. 16.03 If upon joint investigation by C. Verbal reprimands must be identified as such at the Union time given to the nurse and the Employer, or by decision shall include a written action plan. Verbal reprimands are not part of the Board permanent file. D. Written reprimands, disciplinary suspensions and discharges of Arbitration appointed pursuant employees are appealable up to and through the terms arbitration step of this Agreement, it the grievance procedure. E. All disciplinary entries in the permanent file shall include a written action plan. Re-evaluation of the written action plan shall be found that an employee has been unjustly discharged, such employee shall be, subject to completed no later than six (6) months after the award occurrence of the said Board or pursuant to discipline. Such follow-up evaluation will be placed in the mutual findings nurse’s permanent file. F. Written reprimands, notices of the Union suspension and the Employer, reinstated to his former position without any loss notices of seniority or rank or benefits, discharge shall become a part of an employee’s permanent file and shall be compensated read and acknowledged by signature of 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 employee. A nurse may request that a written reprimand be paid all vacation credits and salary due upon such termination of employment. 16.05 If an employee resigns without giving removed from his/her permanent file after two (2) weeks' years. A nurse may request that a notice of suspension form be removed from his/her permanent file after three (3) years. The nurse must make the request, in writing, to their manager and Human Resources. The manager will review the nurse’s file, and if there have been no further disciplinary notices or issues, the manager will request Human Resources to remove the form. Human Resources will provide a response to the nurse on the status of the request within 14 days of the request. If document is removed from permanent HR file the Hospital has the right to maintain in a separate file for legal, regulatory and risk management issues. G. In the event a nurse is placed on administrative leave (with pay), she/he shall be furnished a written noticenotice of the administrative leave stating the timeframe of the administrative leave and the reason. H. During the probationary period, such an employee shall forfeit all welfare plan benefits.‌may be discharged without the right of grievance or appeal.

Discipline and Termination. 16.01 It is hereby agreed that A. Discipline, when administered, shall take place in a private area. Discipline will be in one or more of the Employer has following forms and normally in the right to discipline following order: 1. Verbal Reprimand 2. Written Reprimand 3. Suspension (without pay) 4. Discharge B. No nurse will be disciplined or discharge discharged except for just cause and notice or pay in lieu cause. In taking disciplinary action, the Hospital shall follow the principle of notice progressive discipline directed toward the goal of correction provided, however, the parties acknowledge that there may be forfeited in the event of such circumstances justifying immediate suspension and/or 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 A nurse shall have the right to have request the Xxxxxxx(spresence of an Association representative (one officially designated by the Association in writing to the Employer) or Business Representative of the Union present at any discussions with investigatory interview which the Employer that the employee believes nurse reasonably fears may be the basis of lead to disciplinary action. Where Management may not deny such a request provided the Employer intends to meet with an employee for disciplinary purposes, or impose discipline, they shall notify Association makes a representative available within twenty-four (24) hours of the employee, Xxxxxxx and/or Business Representativerequest. 16.03 If upon joint investigation C. Coaching/counseling and verbal reprimands must be identified as such at the time given to the nurse and shall include a written action plan and will be signed by the Union nurse. Coaching/counseling and the Employer, or by decision verbal reprimands are not part 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 permanent file. Coaching/counseling 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 verbal reprimands older than two (2) weeks' years old shall not be relied on as prior discipline but may be used to demonstrate the nurse’s awareness of particular rules, policies, and action plans. D. Written reprimands, disciplinary suspensions and discharges of employees are appealable up to and through the arbitration step of the grievance procedure. E. All disciplinary entries in the permanent file shall include a written noticeaction plan. Re-evaluation of the written action plan shall be completed no later than six (6) months after the occurrence of the discipline. Such follow-up evaluation will be placed in the nurse’s permanent file. F. Written reprimands, such notices of suspension and notices of discharge shall become a part of an employee’s permanent file and shall be read and acknowledged by signature of the employee. A nurse may request that a written reprimand be removed from their permanent file after two (2) years. A nurse may request that a notice of suspension form be removed from their permanent file after three (3) years. The nurse must make the request, in writing, to their manager and Human Resources. The manager will review the nurse’s file, and if there have been no further disciplinary notices or issues, the manager will request Human Resources to remove the form. Human Resources will provide a response to the nurse on the status of the request within 14 days of the request. If document is removed from permanent HR file the Hospital has the right to maintain in a separate file for legal, regulatory and risk management issues. G. In the event a nurse is placed on administrative leave (with pay), they shall be furnished a written notice of the administrative leave stating the timeframe of the administrative leave and the reason. H. During the probationary period, an employee shall forfeit all welfare plan benefits.‌may be discharged without the right of grievance or appeal.

Discipline and Termination. 16.01 It is hereby agreed that Section 1: Administrative Rights and Discipline A. No administrator shall be disciplined, reprimanded, reduced in rank or compensation without due process, as provided by law, District policy, and the Employer provisions of this Agreement. B. Personnel files containing any information regarding disciplinary information will be kept in the District’s official personnel records. C. Each administrator covered by this Agreement shall have the right, upon request, to review the contents of the administrator’s own personnel file except confidential reference information supplied at the request of the Board for the purpose of obtaining employment or promotion. Each administrator has the right to discipline or discharge for just cause and notice or pay in lieu of notice may be forfeited have letters answering an adverse evaluation included in the event of principal’s personnel file, provided such discharge, at answers shall be provided within ten {10} calendar days from date issued to the Employer's optionadministrator. X. Xxxxxxxxxx letters or reports shall not be placed in the administrator’s file without the administrator’s knowledge. The Employer will provide administrator shall be afforded an opportunity to make a written statement of response to be attached to the employee with derogatory statement. The time line for attaching such statement shall be ten {10} calendar days from date issued to the administrator. X. Whenever a statementcomplaint involving personal or professional conduct is lodged against an administrator by a teacher, parent, student, or any other member of the public, and when the complaint could result in formal disciplinary action, the immediate supervisor shall notify the administrator of the charge 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 X. If the complaint against the administrator results in investigatory proceedings, 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 administrator shall have the right to represent himself/herself, or be represented by his/her attorney, or any other person of his/her choice, at the administrator’s own expense. X. A complaint made against an administrator, initiated by petition, shall have the Xxxxxxx(s) or Business Representative charges in writing. Each person signing the petition shall have his/her home address listed, and the relationship to the administrator in writing. The administrator shall be given a copy of the Union present petition. X. The building administrator shall be informed of the cause for discipline as soon as possible. The steps that will normally be followed in disciplining administrators shall include: 1. Verbal warning or oral reprimand; a. The immediate supervisor shall place in the administrator’s immediate supervisor’s file, within five {5} calendar days, a brief notation of time, date, and incident. 2. Written reprimand shall be issued within ten {10} calendar days of the immediate supervisor’s knowledge of the occurrence. 3. Suspension under the statutory process. 4. Termination under the statutory process. 5. Disciplinary action for serious offenses may be initiated 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 Representativestep. 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.‌