DISCIPLINE, SUSPENSION, DISMISSAL. A. Regular employees shall not be disciplined, suspended, reduced in rank or compensation, or dismissed without just cause. All information forming the basis of any such actions shall be made available to the affected employee upon his/her request. The above paragraph shall not apply to the non-renewal of probationary licensed employees, which shall be governed exclusively by ORS Chapter 342 and not covered in any respect by the provisions of Article VIII of this Agreement. Just cause will include:
1. Provision of notice of expectations to employees and of the possible or probable consequences of the employee's conduct. Notice includes but is not limited to information provided in training, policy, and handbooks, or guidelines.
2. District rules or orders reasonably related to the orderly, efficient, and safe operation of the District, and, consistent with what the District, as employer, might properly expect.
3. District effort to discover whether the employee did, in fact, violate or disobey a rule, or order, of management, prior to administering discipline.
4. A fair and objective investigation conducted by the District.
5. Substantial evidence of the employee misconduct.
6. Even handed application of rules, orders, and penalties applied without discrimination. If the district intends to change the enforcement of behavior, it will provide notice to the Association of such intent.
7. Discipline that is reasonably related to the seriousness of the employee's proven offense and the record of the employee.
B. The just cause provisions of this Article shall apply to all discipline, suspensions, terminations, dismissals or any other adverse personnel actions against any bargaining unit members except as specifically noted in paragraph A and D. However, since licensed teachers are covered by the provisions of ORS 342.865 (FDAB), any licensed teacher who has been dismissed and who alleges that such action was without just cause may use the grievance procedure of Article VII of this Agreement up through Step 4 (ESD Board).
C. Employees shall have the right to have a representative of their choice present at any investigatory interview with their supervisor or the Board, which they reasonably believe might result in disciplinary action. If the employee requests representation, he/she shall be given reasonable time to secure such representation.
D. The District retains the right to discipline or dismiss classified and professional employees on probationary status ...
DISCIPLINE, SUSPENSION, DISMISSAL. 8.1 Any employee may be dismissed or suspended but only for just cause, and only upon the authority of the Employer.
DISCIPLINE, SUSPENSION, DISMISSAL. 10.1 Principle of Innocence Both Parties agree that an Employee shall be presumed innocent. In the event the Employer initiates disciplinary action against an Employee which may result in his/her discharge, the procedure outlined herein shall be followed.
DISCIPLINE, SUSPENSION, DISMISSAL. 11 ARTICLE 8 SENIORITY 13
DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for the handling of disciplinary procedures. Before formal disciplinary measures as stated below are initiated, the Employer should take all reasonable steps to discuss and resolve the issue with the employee. The Employer may choose to use an aboriginal traditional method for conflict resolution, or may choose to use a different method.
14.1 No employee shall be disciplined, suspended, or discharged except for just cause and only on the written authority of the President.
14.2 Progressive discipline steps shall be initiated for inappropriate conduct as warranted. The means of discipline, in order of increasing severity, are but not limited to: • verbal warning • written warning • written censure or letter of reprimand • adverse evaluation reports • trial periods • suspension • dismissal One or more of the disciplinary steps may be applied in any given disciplinary case.
14.3 At any meeting between an employee and a representative of the Employer, which is disciplinary, the employee has the right to be accompanied by a representative of the Union.
14.4 An employee shall be notified verbally of the reasons for any disciplinary action at the time the discipline is imposed. The disciplinary action shall be confirmed in writing within five (5) working days and shall include the reasons and the substance of every allegation against an employee. When an employee is suspended or dismissed, the Union shall receive a copy of the reasons provided to the employee.
14.5 An employee considered by the Employees’ Association to be wrongfully or unjustly disciplined, suspended, or dismissed shall be entitled to recourse under Article 15, Grievance Procedure.
DISCIPLINE, SUSPENSION, DISMISSAL. Any employee may be dismissed or suspended but only for just cause, and only upon the authority of the employer. In the event the employer initiates a disciplinary action against an employee, the following procedure shall be followed. In cases of disciplinary action against an employee, proof of just cause shall rest with the employer. The record of an employee shall not be used at any time after twelve (12) months following a disciplinary action, unless there is a repeated disciplinary action for the same or similar circumstances.
DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for disciplinary procedures. Before any formal disciplinary measures are taken, NVIT will take all reasonable steps to resolve the issue with the employee. NVIT may choose to use an Aboriginal traditional method for conflict resolution, or may choose to use a different method.
14.1 No employee shall be disciplined, suspended, or discharged except for just cause and only on the written authority of the President.
14.2 Progressive discipline steps shall be initiated for inappropriate conduct as warranted. The means of discipline, in order of increasing severity, are but not limited to: • verbal warning • written warning • written censure or letter of reprimand • trial periods • suspension • dismissal One or more of the disciplinary steps may be applied in any given disciplinary case.
14.3 At any meeting between an employee and a representative of NVIT, which is disciplinary, the employee has the right to be accompanied by a representative of the Union.
14.4 An employee shall be notified verbally of the reasons for any disciplinary action at the time the discipline is imposed. The disciplinary action shall be confirmed in writing within five (5) working days and shall include the reasons and the substance of every allegation against an employee. When an employee is suspended or dismissed, the Union shall receive a copy of the reasons provided to the employee.
14.5 An employee considered by the Employees’ Association to be wrongfully or unjustly disciplined, suspended, or dismissed shall be entitled to recourse under Article 15, Grievance Procedure.
DISCIPLINE, SUSPENSION, DISMISSAL. 12
6.1 Right to Have a Xxxxxxx 12
6.2 Paid Leave During Investigation 13 6.4 Wrongful Dismissal or Suspension 13 6.5 Progressive Discipline 13
DISCIPLINE, SUSPENSION, DISMISSAL. It is hereby agreed that the District has the right to discharge, discipline, or suspend without pay for just cause. The District agrees to advise the Union of any such discharge or suspension and the reasons therefore prior to such action. Such discharge, discipline, or suspension shall be subject to the grievance procedure.
DISCIPLINE, SUSPENSION, DISMISSAL. Preamble Demonstrated effort shall be made through discussion and consultation in an attempt to resolve problems with respect to employee performance prior to the initiation of disciplinary action. Just Cause Just cause includes, but is not limited to, contravention or demonstration(s) of one or more of the following: policy, antithetical behaviour, insubordination, criminal code, Xxxx Xxxxxx Society National Risk Management Policy for Employees and Volunteers.
