Common use of DISCIPLINE, DEMOTION AND DISCHARGE Clause in Contracts

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give may result in them being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. X. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they s/he givesthey give may result in them his/herthem being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email faxemail or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section sectionSection shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE Late ReportLATE REPORT: A driver will be considered late for work if they s/he checksthey check in later than their his/hertheir established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. No-Call/No-Show:NO-CALL/NO-SHOW: A driver reports to work so late that their his/hertheir route has already been dispatched and the employee has not notified their his/hertheir supervisor or designee prior to their his/hertheir established check-in time. 3. Absence:ABSENCE: Failure to attend work for one (1) workday. 4. Occurrence:OCCURRENCE: Failure to attend work for more than one (1) consecutive workday. An occurrence will also be counted as an absence for the purpose of discipline. 5. If a driver reports to work so late that his/hertheir route has already been dispatched, it will be up to the discretion of the supervisor or designee as to whether or not that driver will check in and go on duty. If a supervisor or designee has not arrived at work yet, that driver will check in and wait for the supervisor’s arrival. 6. If it is determined that a driver shall check in or remain on duty, then that driver shall receive pay only for the actual time on duty, regardless of any guarantee. 7. Verification of Absence:

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal lawsfile. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/her being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Oral warnings and discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall The probationary period for newly hired employees will be administered in private and shall be progressivesix (6) calendar months. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature Termination of the offense shall determine where progressive discipline is initiated. This Section probationary employees shall not apply be subject to warnings related to safety issues. The following are definitions and examples appeal unless there is a question of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sofact. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/her being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedureappeal. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email fax or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORTLate Report: A driver will be considered late for work if they check s/he checks in later than their his/her established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline Discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension without pay, demotion or discharge. The just cause standard does A written reprimand shall be stated as such and becomes part of the employee’s personnel file. An evaluation or matters related thereto involving comments regarding the employee’s performance do not apply to employees during the probationary periodconstitute a reprimand. B. The District agrees to follow progressive discipline and any disciplinary action taken against an employee shall be appropriate to the behavior that precipitates said action. The nature and seriousness of the offense shall determine at which level progressive discipline is initiated. C. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Union in writing. If the District issues a written discipline, then the discipline will contain the following notice: “Employees who wish to challenge this discipline must contact SEIU Local 503 no later than thirty (30) calendar days from the date of issuance of this discipline.” D. If a complaint, that is, complaint based on an allegation brought by a citizen community member or nonnon- supervisory third-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject file. Subject to state the district’s legal obligations and federal laws. The name restrictions, the names of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. E. An employee shall have the right to request and have a Union representative present at any meeting, called by the supervisor, which meeting that the employee reasonably believes the information they give may result in them being disciplinedhis/her discipline. Prior to such a meeting, the employee will be notified of its purposepurpose and afforded an opportunity to consult with his/her representative. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. F. In the event that an employee is scheduled for a disciplinary conference, the District shall give a minimum of twenty-four (24) hours’ notice to the employee of such conference, unless the matter is one of unusual urgency. G. The probationary period for newly hired drivers is six employees will be one (61) working monthscalendar year. Summer months are only included if the driver is assigned to a route during the summerPeriodic written evaluations will be done on each probationary employee. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion except as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performancestatute. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section Training coursework test results shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline be grounds for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sodiscipline. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline Discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension without pay, demotion or discharge. The just cause standard does A written reprimand shall be stated as such and becomes part of the employee’s personnel file. An evaluation or matters related thereto involving comments regarding the employee’s performance do not apply to employees during the probationary periodconstitute a reprimand. B. The District agrees to follow progressive discipline and any disciplinary action taken against an employee shall be appropriate to the behavior that precipitates said action. The nature and seriousness of the offense shall determine at which level progressive discipline is initiated. C. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Union in writing. If the District issues a written discipline, then the discipline will contain the following notice: “Employees who wish to challenge this discipline must contact SEIU Local 503 no later than thirty (30) calendar days from the date of issuance of this discipline.” D. If a complaint, that is, complaint based on an allegation brought by a citizen community member or non-supervisory third third-party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject file. Subject to state the district’s legal obligations and federal laws. The name restrictions, the names of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. E. An employee shall have the right to request and have a Union representative present at any meeting, called by the supervisor, which meeting that the employee reasonably believes the information they give may result in them being disciplinedhis/her discipline. Prior to such a meeting, the employee will be notified of its purposepurpose and afforded an opportunity to consult with his/her representative. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. F. In the event that an employee is scheduled for a disciplinary conference, the District shall give a minimum of twenty-four (24) hours’ notice to the employee of such conference, unless the matter is one of unusual urgency. G. The probationary period for newly hired drivers is six employees will be one (61) working monthscalendar year. Summer months are only included if the driver is assigned to a route during the summerPeriodic written evaluations will be done on each probationary employee. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion except as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performancestatute. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section Training coursework test results shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline be grounds for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sodiscipline. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. X. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give may result in them being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. X. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/her being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedureappeal. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email fax or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORTLate Report: A driver will be considered late for work if they check s/he checks in later than their his/her established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. X. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal lawsfile. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/hertheir being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Oral warnings and discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall The probationary period for newly hired employees will be administered in private and shall be progressivesix (6) calendar months. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature Termination of the offense shall determine where progressive discipline is initiated. This Section probationary employees shall not apply be subject to warnings related to safety issues. The following are definitions and examples appeal unless there is a question of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sofact. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. Grievances regarding suspension shall be filed at Step 2. Grievances regarding discharge shall be filed at Step 3 unless the discharge is based on inadequate work performance, in which case the grievance shall be filed at Step 4.B. This hearing at Step 4.B shall be deemed a hearing under ORS 342.663 and the decision shall be final and not subject to any further provisions of the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/her being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Oral warnings and discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings Discipline for Poor Attendance and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardinessTardiness: 1. LATE REPORT: A driver will be considered late for work if they check s/he checks in later than their his/her established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A If a driver reports to work so late that their his/her route has already been dispatched and dispatched, it will be up to the employee has not notified their discretion of the supervisor or designee as to whether or not that driver will check in and go on duty. If a supervisor or designee has not arrived at work yet, that driver will check in and wait for the supervisor’s arrival. 3. If it is determined that a driver shall check in or remain on duty, then that driver shall receive pay only for the actual time on duty, regardless of any guarantee. 4. Verification of Absence: All drivers shall be required to submit appropriate forms and verification upon return to work prior to their established check-in timereceiving bus keys. 5. No Call, No Show for Assigned Work: 1st occurrence One (1) day suspension without pay 2nd occurrence Five (5) day suspension without pay

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline Discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension without pay, demotion or discharge. The just cause standard does A written reprimand shall be stated as such and becomes part of the employee’s personnel file. An evaluation or matters related thereto involving comments regarding the employee’s performance do not apply to employees during the probationary periodconstitute a reprimand. B. The District agrees to follow progressive discipline and any disciplinary action taken against an employee shall be appropriate to the behavior that precipitates said action. The nature and seriousness of the offense shall determine at which level progressive discipline is initiated. C. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Union in writing. D. If a complaint, that is, complaint based on an allegation brought by a citizen community member or non-supervisory third third-party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject file. Subject to state the district’s legal obligations and federal laws. The name restrictions, the names of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. E. An employee shall have the right to request and have a Union representative present at any meeting, called by the supervisor, which meeting that the employee reasonably believes the information they give may result in them being disciplinedhis/her discipline. Prior to such a meeting, the employee will be notified of its purposepurpose and afforded an opportunity to consult with his/her representative. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. F. In the event that an employee is scheduled for a disciplinary conference, the District shall give a minimum of twenty-four (24) hours’ notice to the employee of such conference, unless the matter is one of unusual urgency. G. The probationary period for newly hired drivers is six employees will be one (61) working monthscalendar year. Summer months are only included if the driver is assigned to a route during the summerPeriodic written evaluations will be done on each probationary employee. Termination of probationary employees shall not be subject to appeal through the grievance procedure. F. Prior to discipline, discharge or demotion except as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performancestatute. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section Training coursework test results shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline be grounds for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sodiscipline. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal lawsfile. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them their being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Oral warnings and discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall The probationary period for newly hired employees will be administered in private and shall be progressivesix (6) calendar months. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature Termination of the offense shall determine where progressive discipline is initiated. This Section probationary employees shall not apply be subject to warnings related to safety issues. The following are definitions and examples appeal unless there is a question of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do sofact. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal lawsfile. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give may result in them being disciplineddiscipline. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior conduct or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessaryalleged misconduct necessitates the removal of the employee from the workplace, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If will place the employee is cleared on paid administrative leave pending the outcome of the charges, said employee District’s investigation.. I. The probationary period for newly hired employees will be six (6) calendar months. Termination of probationary employees shall not be reinstated without loss subject to appeal unless there is a question of pay or accrued benefitsfact. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. J. The nature District will not rely solely on information obtained through the utilization of the offense shall determine where progressive discipline is initiated. This Section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee GPS systems in order to do sodiscipline employees. The District agrees to provide introductory training and orientation to employees who drive vehicles equipped with a GPS device. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.

DISCIPLINE, DEMOTION AND DISCHARGE. ‌ A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period. B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal lawsfile. The name of the complainant shall be disclosed if the employee so requests. C. An employee who is disciplined or discharged has the right to use the grievance procedure. Grievances regarding suspension shall be filed at Step 2. Grievances regarding discharge shall be filed at Step 3 unless the discharge is based on inadequate work performance, in which case the grievance shall be filed at Step 4.B. This hearing at Step 4.B shall be deemed a hearing under ORS 342.663 and the decision shall be final and not subject to any further provisions of the grievance procedure. D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give s/he gives may result in them his/her being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance. E. Oral warnings and discipline shall be administered in private and shall be progressive. The probationary period for newly hired drivers nature of the offense shall determine where progressive discipline is six (6) working monthsinitiated. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees This section shall not be subject apply to appeal through the grievance procedurewarnings related to safety issues. F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail. G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance. H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be maybe suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits. I. Oral warnings and discipline shall be administered in private and shall be progressive. Generally, progressive discipline prior to discharge shall include oral warnings, written warnings, and suspensions. The nature of the offense shall determine where progressive discipline is initiated. This Section shall not apply to warnings related to safety issues. The following are definitions and examples of progressive discipline schedules related to discipline for poor attendance and tardiness: 1. LATE REPORT: A driver will be considered late for work if they check in later than their established time. Drivers who have known absences on their routes and wish to check in at a later time than usual must be authorized by a supervisor or designee in order to do so. 2. NO-CALL/NO-SHOW: A driver reports to work so late that their route has already been dispatched and the employee has not notified their supervisor or designee prior to their established check-in time.