Discipline or Discharge for Just Cause Sample Clauses

Discipline or Discharge for Just Cause. Discipline or Discharge of regular employees shall be for just cause. The Hospital recognizes the concept of progressive discipline; provided, however, the Hospital reserves the right to initiate disciplinary action at any level based upon its assessment of the severity of the offense. Copies of written warning notices shall be given to the employee at the time formal disciplinary action is taken or shortly thereafter. The employee shall be required to sign the written warning notice. The employee's signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but rather shall be requested as an indication that they have seen and comprehend the gravity of the disciplinary action taken. Employees who have been disciplined or discharged by the Hospital shall be given a written statement of the cause of discipline or discharge at the time of discipline or discharge. Employees placed on a leave pending investigation shall receive written notice at the time of such action identifying the incident(s) being investigated. Upon request by the employee, a copy of the written warning or discharge notice will be sent to the Union. Employees have the right to have a delegate present at all disciplinary meetings.
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Discipline or Discharge for Just Cause. 20.1.1 No established unit member shall be disciplined, dismissed, reduced in rank or compensation without just cause.
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Discipline or Discharge for Just Cause. The District shall not discharge or suspend any employee who has completed the required probationary period without just cause. The District shall not issue written warnings or reprimands without just cause. For the purposes of the preceding sentence, written notice to an employee that an accident was deemed preventable shall be deemed to be a written warning or reprimand. Written warnings or reprimands and letters of suspension or discharge shall include facts sufficient to provide notice to the employee of the misconduct or other deficiencies for which the District holds the employee responsible. No warning notice or other disciplinary action short of discharge need be given before any employee is discharged for theft of money or property, falsification of time records, failure to report an accident immediately, abuse or use of drugs, working under the influence of alcohol, gross insubordination or acts of violent, abusive or negligent conduct which threatens or endangers the health or safety of other persons. The District may establish other reasonable rules of conduct applicable to all employees.
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Discipline or Discharge for Just Cause. No regular employee who has completed six (6) months of active employment shall be disciplined or discharged except for just cause. Upon termination, an employee, upon request, shall be given a written statement of the cause of discharge within three (3) working days of said request. The Employer agrees to notify the Union Representative of any discharge of a bargaining unit Employee.
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Discipline or Discharge for Just Cause. Regular employees shall not be disciplined or discharged without just cause. Forms of discipline are verbal warning, written warning, suspension without pay, demotion and discharge. Employees shall be required to sign any disciplinary action to acknowledge receipt of the notice. The employee may request a union representative during any investigatory meeting that may lead to discipline. The employee will be told prior to the meeting that it is an investigatory interview. Regular employees discipline or discharged shall be entitled to utilize the grievance procedure.
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Discipline or Discharge for Just Cause 
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Related to Discipline or Discharge for Just Cause

  • Discipline or Discharge ‌ No employee covered by this Agreement shall be discharged except for just cause. “Just cause” will include the concept of progressive discipline (such as verbal and written reprimands, the possibility of suspension and termination). Which level of progressive discipline the Employer will use in a situation will depend on the circumstances and severity of the regular employee’s conduct or work performance as evaluated by the Employer. Employees shall receive a copy of all progressive discipline warnings to be placed in their personnel file. Employees shall be required to sign the written warnings within forty-eight (48) hours for the sole purpose of acknowledging receipt thereof. The Employer agrees to provide a copy of the written disciplinary action to the Union within ninety-six (96) hours of issuance. The inadvertent failure to provide the Union with a copy of the disciplinary action will not be the basis to overturn the discipline for just cause. However, if such failure causes the Union to miss the deadline to file a grievance for the discipline, the deadline shall be extended for that amount of time. Progressive discipline will not be applied when the nature of the offense is just cause for immediate suspension or discharge. Employees who have been discharged by the Employer shall, upon request by the employee, be given a written statement of the cause of discharge by the Human Resources Department at the time of discharge or within a reasonable time thereafter. Employees may request in writing to have written disciplinary action in their personnel file removed if eighteen (18) months have passed without a related discipline. Such request will not be unreasonably denied.

  • DISCIPLINE/DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge an employee for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved, and forwarded to the office of the Union at the time they are issued.

  • 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.

  • Discharge for Cause If the Participant, prior to the Final Exercise Date, is discharged by the Company for “cause” (as defined below), the right to exercise this option shall terminate immediately upon the effective date of such discharge. “Cause” shall mean willful misconduct by the Participant or willful failure by the Participant to perform his or her responsibilities to the Company (including, without limitation, breach by the Participant of any provision of any employment, consulting, advisory, nondisclosure, non-competition or other similar agreement between the Participant and the Company), as determined by the Company, which determination shall be conclusive. The Participant shall be considered to have been discharged for “Cause” if the Company determines, within 30 days after the Participant’s resignation, that discharge for cause was warranted.

  • Appeal of Discharge or Discipline Should the discharged or disciplined employee consider the discharge or discipline to be improper, a grievance shall be presented in writing as provided in the grievance procedure. In cases of discharge, or discipline resulting in suspension, the grievance shall be filed at Step 2 of the grievance procedure within 10 days of the discharge.

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • DISCHARGE OR DISCIPLINE 1. The Company shall have the right to discipline or discharge associates for just cause in accordance with the reasonable, established Company rules and regulations, which may be modified from time to time by the Company. In the case of the discharge of an associate, the Company shall furnish the discharged associate a signed statement giving the reason for discharge. The Company shall also email a copy of the signed statement to the President of Local 81408 as well as the representing xxxxxxx within three (3) business days.

  • DISCIPLINE AND DISCHARGE OF EMPLOYEES (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Cause for Discipline An employee may be disciplined, suspended or discharged, but only for just cause by the Employer.

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