Common use of Discipline for Just Cause Clause in Contracts

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. 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. above. 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.