Discipline, Suspension, Discharge. 16.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause.
16.02 The Employer and the Union recognize the principle of progressive discipline, which provides that a verbal reprimand or written warning should normally precede suspension or discharge.
16.03 Discipline, where warranted, shall only be imposed in a meeting with the Faculty Supervisor specifically convened for this purpose. Employees shall also be informed of any allegations of misconduct against them in a meeting specifically convened for this purpose. An Employee will be given twenty-four (24) hours’ notice of any such meeting and advised that they are entitled to be accompanied by a Union Representative.
16.04 Where an Employee has received discipline, the Employee may submit a written response/comment regarding such discipline, which will be placed in the Employee’s Personnel File along with the record of discipline. The Union shall be copied on any discipline within three (3) Business Days of the discipline being issued to the Employee.
16.05 In cases involving allegations of a threat to the safety of a person or property, the Xxxx (or delegate) of the Faculty in which the Employee works may, as a precautionary measure, suspend the Employee with pay during an investigation.
16.06 An Employee who has been suspended or discharged will be given the reason(s) immediately and, within three (3) Business Days, such reason(s) will be confirmed in writing to the Employee and the Union.
16.07 The Employer shall complete any investigation into allegations against an Employee within thirty (30) days or the Employee being informed of such allegations, or within thirty (30) days of a suspension in accordance with clause 16.06 above. If the Employer requires additional time to complete its investigation prior to making its disciplinary decision, the Union will not unreasonably withhold agreement to extend the thirty (30)-day period referenced above. During any meetings between the Employee and the Employer during the investigation, the Employee shall be entitled to Union Representation.
16.08 Where at the conclusion of the investigation, the allegations are unfounded, there shall be no record of the investigation in the Employee’s personnel file.
16.09 When making a disciplinary decision, the Employer will not consider any prior discipline after the Employee has worked for eighteen (18) months during which there has not been subsequent discipline imposed. Records of dis...
Discipline, Suspension, Discharge. Employees shall not be disciplined, suspended, or discharged without just cause. Written notice of the suspension, discipline or discharge and the reason or reasons for the action shall be given to the Employee with a copy to the Association within twenty-four (24) hours. Employees may choose to challenge discipline (excluding reprimands) pursuant to the Civil Service Ordinance of Dane County or pursuant to binding arbitration under Article VI of the labor contract. The decision of an arbitrator shall be final and binding on the parties. This choice must be exercised in writing within ten (10) business days of receipt of notice of discipline. (Business days exclude weekends and holidays). Employees who choose arbitration must sign a statement waiving the continuation of pay provisions of Chapter 59, Wis. Stats. and shall file a grievance within the aforementioned ten (10) day period or said grievance shall be waived. The grievance may be started at Step 2 or Step 3. If the parties agree, or the Arbitrator finds that such discipline, suspension or discharge was improper, such disposition of the matter may be made as appears proper to the Arbitrator or mutually agreed upon by both parties.
Discipline, Suspension, Discharge. Employees shall not be disciplined, suspended or discharged without good cause. A suspension shall not exceed thirty (30) calendar days. Written notice of the suspension, discipline or discharge and the reason or reasons for the action shall be given to the employee with a copy to the Union within forty-eight
Discipline, Suspension, Discharge. 20.01 The Employer agrees that progressive discipline will be used in dealing with employees whose job performance and/or conduct does not meet acceptable standards of competence, training, skill-levels, cooperation, cleanliness or other relevant criteria. The purpose of progressive discipline is to provide reasonable opportunity to the employee to learn, adapt and adjust to the practices and procedures of the Employer and to improve his or her performance of the duties assigned.
20.02 In cases of gross misconduct, the Employer will refer to their options as outlined in their individual Employer policies. Such policies will be explained and understood upon hire and readily available thereafter. Decisions from policies are subject to the procedures in Article 20.03 & 20.04.
20.03 When the attitude or performance of an employee calls for a warning or other discipline by the Employer, it shall be in writing and given to the employee. For verbal or written discipline a Xxxxxxx may attend as witness if requested. For suspensions or discharge a Xxxxxxx will attend as a witness. A copy shall be sent to the Union office. After eighteen (18) months any notations shall not be considered for disciplinary purposes.
20.04 An employee may be suspended or discharged for proper cause by the Employer. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following suspension or discharge, the employee involved together with a Union Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays (Saturdays, Sundays and holidays excluded) following the interview, the Union may file a grievance at Step 2 or submit the complaint to arbitration.
20.05 A probationary employee shall not be eligible to file a grievance in response to disciplinary action.
Discipline, Suspension, Discharge. Employees shall not be disciplined, suspended or discharged without good cause. A suspension shall not exceed twenty-one (21) days. Written notice of the suspension, discipline or discharge and the reason or reasons for the action shall be given to the employee with a copy to the Union within twenty-four (24) hours. A grievance that may result from such action shall be considered waived unless presented in writing within five (5) days of receipt of the notice by the employee. The grievance may be started at Step 3. If the parties agree, or the Arbitrator finds that such discipline, suspension or discharge was improper, such disposition of the matter may be made as appears proper without regard for the suspension time limitation contained in this paragraph.
Discipline, Suspension, Discharge. The Supervisory Staff of the Department of Public Safety is expected to use good judgment in reprimanding, disciplining or discharging any Employees. If a member of the supervisory staff has just cause to discipline an Employee, it shall be done in a manner intended to avoid embarrassment of an Employee before other Employees and the public.
A. The Department of Public Safety subscribes to the concept of progressive discipline. However, in cases involving serious offenses, the Department may impose suspension/discharge penalties without prior infractions. For less serious offenses, the following disciplinary measures will be taken in a progressive manner:
Discipline, Suspension, Discharge. An employee shall be accompanied by a union representative at any meetings at which warnings, suspensions, or discharge will be discussed.
Discipline, Suspension, Discharge. (a) An employee shall be accompanied by a Union representative at all meetings where disciplinary matters are investigated or meetings where discipline is administered.
(b) For meetings where documented verbal warnings or written warnings are discussed or administered, the employee shall be accompanied by a Union Xxxxxxx (or a Union Executive).
(c) For meetings where suspension is investigated or administered, the employee shall be accompanied by the Union President, the Vice-President or the Chief Xxxxxxx and an assigned Xxxxxxx. At the discretion of the Union, two (2) of the above officers may attend any such meeting.
(d) For meetings where discharge is investigated or administered, the employee shall be accompanied by the Union President and either the Vice-President or the Chief Xxxxxxx and an assigned Xxxxxxx.
(e) The Employer shall commence an investigative process with an employee upon receipt of an expression of dissatisfaction concerning their work performance within ten
Discipline, Suspension, Discharge. 12.1 The Employer shall not discipline, suspend or discharge an employee except for just cause.
12.2 Any discipline against a union member must be made to the employee in person, where practicable. The Employer agrees to inform the employee concerned that a representative of the union, if readily available, may attend any meeting between the Employer and the employee at which a disciplinary action is taken. When an employee is suspended or discharged, such suspension or discharge shall be confirmed in writing to the employee, with a copy to the Union as soon as possible, but no later than three (3) working days. A copy of any written reprimand will also be provided to the Union as soon as possible, but no later than three (3) working days.
12.3 An employee who has been suspended or discharged may, with the support of the Union, present a grievance directly to Step Two of the grievance procedure within ten
Discipline, Suspension, Discharge. 14.01 The Association recognizes the right of the Board to manage, direct, promote, demote, discipline and commend all employees according to the principles of just cause. For the purpose of this agreement, an employee may be reprimanded by his or her immediate supervisor and/or supervisory officer either verbally and/or in writing. A copy of any written reprimand shall be given to the employee. The employee has the right to respond in writing to a written reprimand and to have this response appended to the reprimand when the reprimand is placed in the employee’s file.
14.02 A claim by an employee that he or she has been unjustly discharged or suspended, may be the subject of a grievance, if a written statement of such grievance is filed at Step 2 of the grievance procedure within twenty (20) working days of the receipt of suspension or discharge. All other discipline grievances shall be filed at Step 1.
14.03 An employee who is subject to any discipline or to discharge shall be entitled to Association representation at the time the discipline or discharge is imposed and at all subsequent meetings on the matter. The employee shall be advised at least twenty-four (24) hours in advance of his/her right to representation and as to the nature of the meeting.
14.04 The employer will provide written reasons for any discipline, to the employee and to the Chapter within five (5) working days of the date of the discipline.
