Discipline for Just Cause. The Town shall not subject an employee who has completed the probationary period, as defined in 4.1 above, to any disciplinary action or penalty except for just cause.
Discipline for Just Cause. Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.
Discipline for Just Cause. Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee.
Discipline for Just Cause. The School District shall have the right to discipline employees for just cause.
Subd. 1. Disciplinary actions by the School District shall include only the following:
1.1 Oral reprimand
1.2 Written reprimand.
Discipline for Just Cause. The Employer shall not subject an employee who has completed probation, as defined in 4.1 above, to any disciplinary action or penalty except for just cause.
Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “
Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “Discipline” is defined to include disciplinary suspension without pay, or discharge. Changes in assignment and reassignments made for the purpose of improving service or addressing performance problems shall not constitute discipline and shall not be subject to the grievance procedure in this Article I.F. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by the TSP; (6) EEO matters; (7) investigations conducted by non-SFMTA personnel; (8) any other case in which SFMTA and Local 200 mutually agree. SFMTA shall initiate discipline by providing written notice to the employee of the basis for discipline and proposed penalty.
Discipline for Just Cause.
A. The Employer will discipline employees for just cause only. Discipline will be in one of the following forms:
a. Oral Reprimand
b. Written Reprimand
c. Suspension
d. Demotion
e. Discharge
B. Written Reprimands, Notices of Suspension, Notices of Demotion, and Notices of Discharge (which are to become a part of an employee’s personnel file) shall be read and acknowledged by signature of the employee. The employee and the Union will receive a copy of such reprimands and/or notices.
C. If the Employer meets with the employee to deliver a Notice of Suspension, Notice of Demotion or Notice of Discharge, the Employer will allow the employee up to 24 hours to arrange for union representation.
D. An employee who reasonably believes that an investigatory interview may lead to discipline of the employee or another unit member has the right to Union representation upon request.
Discipline for Just Cause. Employees who have completed probation shall only be disciplined for just cause. All disciplinary action will be in writing. A copy of each disciplinary notation or action will be given to the Local President or designate.
Discipline for Just Cause. The District shall have the right to immediately discharge, suspend, or discipline Employees for just cause. The Employer, nevertheless, agrees with the principle of progressive discipline.
