DISCIPLINE, DISCHARGE OR SUSPENSION. The Operator shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, and discharge), provided, however, an employee may be subject to immediate dismissal or suspension based on an egregious offense. In addition, the Employer may skip steps in the progressive discipline process based upon the seriousness of the offense in accordance with the provisions of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Operator’s Employee Handbook. Offenses warranting immediate terminations shall include but not be limited to repeated action or inaction that is abuse or neglect. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee’s action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information cannot be released without the express approval by the resident. Any probationary employee may be discharged or disciplined by the Operator in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. With regard to progressive discipline for all matters other than mistreatment of a resident, in the event that the employee completes a 365 consecutive day period without other incidents, any disciplines of such employee within the period preceding the three-hundred and sixty-five (365) consecutive day period cannot be used for purposes of progressive discipline. A Union Field Representative or advocate may meet and discuss any disciplinary action of a Union member with the Operator. The Operator retains the unilateral right to determine final resolution regardless of the meeting outcome. Arbitration shall apply only to discharge of an employee. Employees shall be notified of their right to request union representation by the Operator at the beginning of any investigatory or disciplinary meeting. Employees will be provided with a copy of any written notice of discipline action.
DISCIPLINE, DISCHARGE OR SUSPENSION. Discharge Procedure
DISCIPLINE, DISCHARGE OR SUSPENSION. The Operator shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, and discharge), provided, however, an employee may be subject to immediate dismissal or suspension based on an egregious offense. In addition, the Employer may skip steps in the progressive discipline process based upon the seriousness of the offense in accordance with the provisions of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Operator’s Employee Handbook. Offenses warranting immediate terminations shall include but not be limited to repeated action or inaction that is abuse or neglect. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee’s action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information cannot be released without the express approval by the resident. Any probationary employee may be discharged or disciplined by the Operator in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. With regard to progressive discipline for all matters other than mistreatment of a resident, in the event that the employee completes a 365 consecutive day period with other incidents, he/she will revert back to Step 1 in the progressive disciplinary process. A Union Field Representative or advocate may meet and discuss any disciplinary action of a Union member with the Operator. The Operator retains the unilateral right to determine final resolution regardless of the meeting outcome. Arbitration shall apply only to discharge of an employee. Employees shall be notified of their right to request union representation by the Operator at the beginning of any investigatory or disciplinary meeting. Employees will be provided with a copy of any written notice of discipline action.
DISCIPLINE, DISCHARGE OR SUSPENSION. 18:01 (a) If an employee is required to attend a disciplinary meeting, the employee will be informed beforehand of the nature of the meeting and will be advised that he has the right to require Association representation at such meeting. If an employee refuses Association representation, that employee will be required to sign a waiver identifying such refusal. A copy of the waiver shall be sent to an Association Executive Member within three (3) days of it being signed.
DISCIPLINE, DISCHARGE OR SUSPENSION. Section 13.1: No employee shall be discharged or disciplined without just cause.
DISCIPLINE, DISCHARGE OR SUSPENSION
