Discipline/Just Cause Clause Samples
Discipline/Just Cause. This section shall not apply to Units TM1 and U41. This subject matter for employees in Unit TM1 is addressed in Article 18. No represented employee in ▇▇▇▇▇ ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, and UM2 will be subject to disciplinary action except for just cause. Situations in violation of Section 218 of the City Charter shall not be considered Just Cause. Reassignment or position downgrades as a consequence of a Reduction in Force shall not be considered disciplinary action. Prior to imposing any serious disciplinary action (fine, suspension, demotion, termination) against a permanent represented employee, the City shall adhere to the following procedures: The City will provide the employee prior written notice of the proposed action to be taken that states the reason(s) for which the action will be taken; provide a copy of the charges and materials upon which the action is based; and provide the employee the right to respond orally or in writing or both to a ▇▇▇▇▇▇ Officer who has the authority to effectively recommend whether the proposed action should be sustained, modified or revoked. The City will provide a copy of the ▇▇▇▇▇▇ Notice of Intent letter to the Union at the same time it is served on the represented employee. In order to allow the employee time to seek advice and to prepare any oral or written response he/she may wish to make, the date set for his/her response shall be no less than five (5) work days from the date the letter is sent. In the event the employee or his/her representative requests to reschedule the date set and by mutual agreement the parties reschedule, the administrative ▇▇▇▇▇▇ meeting shall occur no later than ten (10) working days from the date the notice was sent. Any further extension shall be granted only when the parties mutually agree that such extension is required by due process principles. The employee will be notified in writing of the decision. The City will send a copy of the decision along with a copy of the ▇▇▇▇▇▇ Officer recommendation to the Union.
Discipline/Just Cause. The Superintendent or designee may discipline any other employee for failure to properly perform the duties of his/her assignment or position and/or misconduct constituting just cause leading up to and including discharge. This section and the arbitration step of the grievance procedure will not apply to the mandatory termination of employment as required by law.
Discipline/Just Cause. No represented employee in ▇▇▇▇▇ ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, and UM2 will be subject to disciplinary action except for just cause. Situations in violation of Section 218 of the City Charter shall not be considered just cause. Reassignment or position downgrades as a consequence of a Reduction in Force shall not be considered disciplinary action. Prior to imposing any serious disciplinary action (fine, suspension, demotion, termination) against a permanent represented employee, the City shall adhere to the following procedures: The City will provide the employee prior written notice of the proposed action to be taken that states the reason(s) for which the action will be taken; provide a copy of the charges and materials upon which the action is based; and provide the employee the right to respond orally or in writing or both to a ▇▇▇▇▇▇ Officer who has the authority to effectively recommend whether the proposed action should be sustained, modified or revoked. The City will provide a copy of the ▇▇▇▇▇▇ Notice of Intent letter to the Union at the same time it is served on the represented employee. In order to allow the employee time to seek advice and to prepare any oral or written response he/she may wish to make, the date set for his/her response shall be no less than five (5) work days from the date the letter is sent. In the event the employee or his/her representative requests to reschedule the date set and by mutual agreement the parties reschedule, the administrative ▇▇▇▇▇▇ meeting shall occur no later than ten (10) working days from the date the notice was sent. Any further extension shall be granted only when the parties mutually agree that such extension is required by due process principles. The employee will be notified in writing of the decision. The City will send a copy of the decision along with a copy of the ▇▇▇▇▇▇ Officer recommendation to the Union.
Discipline/Just Cause. The Employer shall notify a worker and the Union in a timely manner of an intended formal discipline. Formal discipline shall be defined as termination, suspension, involuntary demotion or other reduction in pay. Discipline shall only be for just and sufficient cause. The Employer agrees discipline shall be progressive except in instances of gross misconduct where immediate action is necessary. The steps of progressive discipline will be as follows: oral warning, written warning, suspension(s) or demotion, termination. Workers or their representatives shall have the right to appeal formal discipline as specified in the grievance procedure. Workers and their representatives are assured freedom from restraint, interference or reprisal for appeals of formal discipline.
Discipline/Just Cause. All discipline of a written warning, suspension/final warning, or termination will be for just cause. Verbal warnings are not subject to the grievance procedure. There may be a note to an employee’s file that they received a verbal warning and the subject, but an email or letter ‘serving as a verbal warning’ will be considered a written warning. Verbal warnings are not disciplinary in nature and such notes to employee files cannot be included as grounds for discipline, suspension/final warning, or discharge. No RA/PM will be disciplined for violation of the Code of Student Conduct except as outlined in
Discipline/Just Cause. Disciplinary decisions that are subject to the full scope of the grievance and arbitration procedure of this contract, as provided above, must be for just cause.
Discipline/Just Cause. All disciplinary actions shall be for just cause.
Discipline/Just Cause. Except for probationary employees, unless otherwise required by law, no employee shall be suspended for one (1) day or more or discharged without just cause.
Discipline/Just Cause. The superintendent or designee may discipline any employee for just cause leading up to and including discharge. The employer agrees to adhere to the concepts of due process and progressive discipline which include, in part:
1. a. Discussion of problem with employee