DISCIPLINE OF EMPLOYEE. In the event the Board determines there is a need to discipline an employee, the procedures and application of such discipline shall be as follows:
DISCIPLINE OF EMPLOYEE. Section 1: The Board shall not discharge or discipline any employee without cause. Disciplinary action taken by the employer will be dependent upon the nature and seriousness of the offense or infraction. Disciplinary action shall be progressive in nature.
DISCIPLINE OF EMPLOYEE. Any employee failing to return to work after notification by the Union as provided herein, or who participates or promotes such strike, activities as previously outlined, shall be subject to disciplinary action on an individual basis, up to and including discharge, and only the question of whether or not he/she did in fact participate in or promote such action shall be subject to appeal.
DISCIPLINE OF EMPLOYEE. An employee shall not be disciplined, demoted, dismissed, and suspended with or without pay or reprimanded without just cause. Discipline of employees will be subject to the Grievance Procedure. The grievance may be filed at Step Three of the Grievance Procedure. However, the discharge of a probationary employee shall be subject to the terms of Article IX.E.5.
DISCIPLINE OF EMPLOYEE. An employee may be dismissed or disciplined for just cause. Where a supervisor intends to interview an employee for Disciplinary Purposes, the supervisor shall notify the Xxxxxxx or his/her designate in advance, who shall be present at the interview. Such interviews shall be conducted during paid time for the employee. All disciplinary letters will come only from the Secretary-Treasurer. Employees are entitled to receive a written report of all accusations or complaints pertaining to their employment, or behaviour when such accusations or complaints result in disciplinary action, or have to be used as evidence at any subsequent time.
DISCIPLINE OF EMPLOYEE. Section 1: The Board shall not discharge or discipline any employee without cause. Disciplinary action taken by the employer will be dependent upon the nature and seriousness of the offense or infraction. Disciplinary action shall be progressive in nature. Step 1 Oral Counseling - Written documentation placed in file with copy to employee and Union. Step 2 Written Reprimand - Documentation placed in file with copy to employee and Union. Step 3 Suspension - Based on severity of infraction(s) with documentation placed in employee file with copy to employee and Union. Step 4 Suspension up to termination - Based on severity of infraction(s) with documentation placed in employee file with copy to employee and Union. All discipline will occur as a result of an investigation. Oral counseling may be bypassed in the progressive disciplinary process should the offense be of a serious nature. All steps of progressive discipline will afford the employee union representation. Employees receiving written reprimands will be informed prior to receiving a reprimand that they may request union representation at the time the reprimand is given, if they so wish. This request for representation shall be made by the employee through his/her immediate supervisor.
DISCIPLINE OF EMPLOYEE. The City will follow the Wisconsin Statute 62.13 (5) Disciplinary actions against subordinates and City Policy 1.12 Remedial Action and Discipline when disciplining employees. The City further agrees to notify the Local Trustee and the President of the Association of such disciplinary action in writing.
DISCIPLINE OF EMPLOYEE. A. No employee who has completed his/her probationary period shall be disciplined with just cause.
DISCIPLINE OF EMPLOYEE. Notwithstanding Section “4”, Employer may, for cause, discipline Employee at any time during the Agreement in accordance with written policy. Discipline shall include, but not be limited to: verbal reprimands, written reprimands and suspension. Prior to subjecting Employee to discipline, Employee shall be provided with the reasons supporting the discipline and an adequate opportunity to discuss the discipline with the City Council. All information related to discipline of Employee, including any related discussion with or without Employee, shall be kept confidential to the extent allowed by applicable state law.
DISCIPLINE OF EMPLOYEE. Whenever the Board deems it necessary to discipline an employee in a manner indicating that dismissal may follow any repetition of the act complained of, or omission referred to, or may follow if such employee fails to bring his work up to a required standard by a given date, the Board shall forthwith give written particulars of such discipline to the employee and Secretary of the Union. The employee will be accompanied by the Shop Xxxxxxx.
