Discipline/Discharge for Just Cause. Discipline/Discharge shall be for just cause. Employees who have been discharged by the Employer shall be given a written statement of the cause of discharge within three (3) working days thereafter. Upon request by the employee, a copy of the notice will be sent to the Union. Every reasonable attempt will be made to counsel employees prior to discharge for cause. While the provisions of this Article do not apply to temporary employees, in recognition of KFHPWA’s desire to deal fairly with all employees, any temporary employee who is not performing satisfactorily will be notified by the immediate supervisor and may request a meeting with the immediate supervisor for purposes of discussing the employee’s performance or other concerns affecting continued employment. A union delegate may be present if requested by the employee. The Employer shall use a uniform system of written warning notices for poor work performance, formal reprimands and suspensions. Copies of these notices shall be given to the employee at the time formal disciplinary action is taken or shortly thereafter. The employee shall be requested to sign the written warning notice. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but rather shall be requested as an indication that they have seen and comprehend the gravity of the disciplinary action taken. Upon request by the employee, a copy of the written warning will be sent to the Union. The Employee shall have the right to request the attendance of a Union Representative during any investigatory meeting, which may lead to discipline.
Discipline/Discharge for Just Cause. The District shall have the right to discipline or discharge an employee for justifiable cause. The issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. Prior to any meeting between an employee in the bargaining unit and his/her supervisor where disciplinary action is anticipated to result, the employee will be notified of his/her right for representation by the Union.
Discipline/Discharge for Just Cause. No full-time or part-time nurse shall be discharged except for just cause. No per diem nurse shall be discharged except for just cause, excluding failure to meet the minimum availability requirements (4.7). Just cause shall be defined to include the concept of progressive discipline. The Hospital will use a system of progressive discipline which may include:
Discipline/Discharge for Just Cause. Non-probationary employees shall only be disciplined or discharged for just cause including, but not limited to, violations set out in the Work Rules, Appendix A, to this Agreement. Discipline or discharge of non-probationary employees shall be subject to the grievance and arbitration procedure.
Discipline/Discharge for Just Cause. Employees may be disciplined or discharged for just cause. In the event of a discharge or disciplinary action by the Company, the Employee will be given a written reason for the Employee’s discharge or disciplinary action. Upon receiving the written reason for the disciplinary action, the employee will be provided with an opportunity to respond to the charge in writing. In the event of disciplinary action by the Company, in which the Company requests the presence of the Employee, the Employee will be provided Union representation if it is requested by the Employee. The Company agrees to give the Union two (2) business days to arrange for a Shop Xxxxxxx or other Union Official to attend the meeting. In the event of a discharge or disciplinary action by the Company, the Company will give the Employee notice of the violation prior to the issuance of official discipline in the form of a "Notice of Violation." The notice of violation is not disciplinary action. The Employee will have the opportunity to respond to the charge in writing on the "Notice of Violation" form. The Company will take a written Employee response into consideration when reviewing the incident and determining if official discipline iswarranted. Should it be determined that discipline is warranted at the level of a suspension based on the Inter- Con Security Systems Inc. Disciplinary Policy, the Company will notify the Employee of the suspension in writing. Upon final determination of disciplinary action, every effort will be made to schedule an Employee’s suspension in a timely fashion, however, suspensionswill be scheduled in a manner that minimize financial and operational impact to the Company.
