DISCIPLINE, DISCHARGE AND SUSPENSION. An employee directed to report to their Supervisor for the purpose of being formally disciplined shall be acquainted with the purpose of the meeting and shall be notified that they have the right to be accompanied by their Shop Xxxxxxx and/or Union President or Committee Chairperson if they so desire. The Company shall notify the Union of any suspension or discharge outlining the reason for any said suspension or discharge. The Company shall confirm the disciplinary action in writing as soon as possiblethereafter. The advance notice to the Union is not required if an employee is sent off the job under Article Subject to Article hereof, no employee shall be suspended or discharged without just cause. The Supervisor shall have the authority to send an off the job pending an investigation of the case. The Supervisor will notify the Xxxxxxx or Union President or Shop Committee Chairperson of such action as soon as possible. A meeting will be held as soon as possible following the day the employee was sent off the job, between the Employee Relations Department and the employee, accompanied by the Xxxxxxx or Union President or Shop Committee Chairperson. An employee who has been sent off the job shall have the right to meet with the Xxxxxxx or Union President or Shop Committee Chairperson prior to the aforementioned meeting. A decision as to disciplinary action to be taken shall be made by the Employee Relations Department within three (3) working days after such meeting. An employee with seniority who feels that they have been unjustly disciplined, short of suspension or discharge, may present a grievance at Step No. of the grievance procedure. An employee who feels that they have been unjustly suspended or unjustly discharged may present a grievance at Step No. of the grievance procedure. Failing settlement by the said grievance procedure, a grievance regarding suspension or discharge may be submitted to arbitration as provided by Article hereof and the Board of Arbitration or the Arbitrator shall make such settlement as deemed just. When a formerly disciplined employee has accumulated a period of twelve (12) clear calendar months without further disciplinary warnings and without any disciplinary action whatsoever being taken against them, any verbal and written warnings on file for this employee will be considered inactive for future disciplinary matters and may be considered in the event of an Arbitration case solely at the discretion of the Arbitrator or Bo...
DISCIPLINE, DISCHARGE AND SUSPENSION. (a) During the probationary period an employee may be terminated at any time at the sole discretion of the University. The Parties agree that an arbitrator has no jurisdiction to relieve against the penalty of discharge or substitute or provide any other remedy in the case of the discharge of a probationary employee unless the discharge was discriminatory or made in bad faith.
DISCIPLINE, DISCHARGE AND SUSPENSION. It is recognized that probationary employees may be released for reasons less serious than in the case of the discharge of an employee who has completed the probationary period and accordingly, the release will not be subject to the Grievance Procedure.
DISCIPLINE, DISCHARGE AND SUSPENSION. No employee shall be disciplined, or discharged except for just cause. Written notice of the suspension, discipline, or discharge and the reason or reasons for the action shall be given to the employee with a copy to the Association within twenty-four (24) hours if reasonably possible. Any grievance that may result from such action shall be considered waived unless presented in writing within seven (7) calendar days of the receipt of the notice by the employee. The grievance may be started at Step 2 or Step 3.
DISCIPLINE, DISCHARGE AND SUSPENSION. 1. The Berkshire Hills Education Association and each employee recognize the authority and responsibility of the District to reprimand and discipline an employee for just cause. No employee in the bargaining unit shall be discharged, disciplined, suspended, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. If an employee is to be reprimanded or disciplined by a Building Principal or a member of the administration above the level of Building Principal, the employee shall have the right to have a member of the Berkshire Hills Education Association present. Any reprimand by a Building Principal or any member of the administration above the level of Building Principal shall be made in private. The presence or absence of just cause shall be subject to grievance and arbitration as provided in Article V unless the employee or Association proceeds to challenge the reprimand or discipline in a proceeding provided by statute including but not limited to Massachusetts General Laws, Chapter 71, Section 42, in which event neither the employee nor the Association shall use grievance or arbitration provided for in Article V of this agreement. If an employee or Association files a grievance under Article V which in any way involves a reprimand or discipline and proceeds to arbitration, both the employee and Association shall be deemed to have waived all rights to challenge the reprimand or discipline directly or indirectly in any court of law, in any administrative proceeding and before an arbitrator appointed under Massachusetts General Laws, Chapter 71, §42.
2. The non-renewal of an employee who has not attained professional status shall not be considered as either discipline or reprimand.
3. The layoff or dismissal of an employee without professional status pursuant to M.G.L. Chapter 71, §42, who has not been teaching in the District more than ninety (90) school days, shall not be considered as either discipline or reprimand.
4. Oral statements concerning conduct, acts or omissions of a teacher shall not be considered a reprimand or discipline unless reduced to writing and placed in an employee’s personnel file.
DISCIPLINE, DISCHARGE AND SUSPENSION. All Employees subject to discipline, discharge or suspension pending investigation shall be provided with written notice, which shall state:
(a) the reasons for the discipline, discharge or suspension pending investigation;
(b) the effective date of the discipline, discharge or suspension pending investigation; and
(c) what arrangements will be made regarding financial entitlements as a result of the discipline, discharge or suspension pending investigation.
DISCIPLINE, DISCHARGE AND SUSPENSION. 11
9.1 Burden of Proof and Notice 11 9.2 Right to Grieve Other Disciplinary Action 11 9.3 Right to Have a Xxxxxxx Present 12 9.4 Personnel File 12 9.5 Reinstatement 12
DISCIPLINE, DISCHARGE AND SUSPENSION. A. No non-probationary employee will be disciplined or discharged without just cause. A system of progressive and corrective discipline shall be applied to all employees in the district unless circumstances occur which require immediate action. The Board may initiate discipline at the appropriate level up to and including discharge. A copy of the disciplinary action will be given to the employee.
1. Written verbal warning.
2. Written warning.
3. Written reprimand.
4. Suspension with pay.
5. Suspension without pay.
6. Discharge.
B. Any complaint against an employee that is to be used in evaluation, reprimands, discipline, discharge or other such action, shall be promptly brought to the Employee's attention.
C. Any reprimand, either oral or written, of an employee by a supervisor shall be conducted in private. The employee shall be notified in advance when any meeting may result in discipline. The employee shall have the right to have a Union Representative present in all such instances. The Union Representative must be available to meet within a twenty-four (24)-hour period following notification by the administrator to said employee.
DISCIPLINE, DISCHARGE AND SUSPENSION. No non-probationary employee will be disciplined or discharged without just cause. A system of progressive and corrective discipline shall be applied to all employees in the district unless circumstances occur which require immediate action. The Board may initiate discipline at the appropriate level up to and including discharge. A copy of the disciplinary action will be given to the employee.
DISCIPLINE, DISCHARGE AND SUSPENSION. The Association and each unit member recognize the authority and responsibility of the administration to reprimand and discipline a unit member for just cause. No unit member will for disciplinary reasons be reduced in rank or compensation or deprived of any professional advantage without just cause. Any reprimand by any member of the administration shall be made in private. The presence or absence of just cause shall be subject to grievance and arbitration as provided in Article 3 unless the unit member proceeds to challenge the reprimand or discipline in a proceeding provided by statute, in which event the unit member shall not use grievance or arbitration provided for in this agreement. The provisions of this Article do not apply to Administrative Assistants who have been employed by the District for less than ninety (90) working days, and said Administrative Assistants are deemed at-will employees.
