DISCIPLINE/TERMINATION. Peace Officers shall be afforded all rights guaranteed under NRS Chapter 289.
DISCIPLINE/TERMINATION. The Superintendent may be disciplined, suspended, or terminated at any time during the term of this Agreement for reasonable and good cause. In the event of discipline or termination, the Superintendent shall receive notice and a fair hearing. In addition to any other rights the District may have by law or under this Agreement, the term “good cause” shall include, without limitation, an act of moral turpitude, any misdemeanor or felony criminal conviction or plea of nolo contendre, violation of this Agreement or disability as provided for in Paragraph
DISCIPLINE/TERMINATION. A12.1 Employees shall not be terminated or suspended without reasonable and sufficient cause.
A12.1.1 Employees shall be informed of their right to have a Union representative present when a warning letter is issued, or suspension or termination is invoked.
A12.1.1.1 Employees under investigation for alleged misconduct shall be informed of their right to have a Union representative present during an investigation meeting.
A12.1.2 The Union shall be advised verbally and then in writing of the discipline invoked.
A12.2 The Union shall be provided with a copy of all letters of warning.
A12.3 Both parties recognize that applying progressive discipline principles is to be corrective in nature and in practice.
A12.4 Employees, or the Union with the employee's written permission, shall have the right to access the contents of the employee's file related to performance management and/or discipline. Employees shall have the right to respond in writing to documents relating to disciplinary action contained therein, and such reply shall become part of the employees’ file.
A12.5 Letters of discipline will be removed from an employee's file after 12 months providing the employee's performance has improved to the satisfaction of Efficiency Manitoba.
A12.5.1 The employee will be provided with a written notification and explanation should Efficiency Manitoba require that the letter of discipline be retained beyond 12 months.
DISCIPLINE/TERMINATION. Employees covered by this Agreement electing to resign or quit their employment shall give the Employer two (2) week's written notice and shall continue in the Employer's service during this two (2) week period, with the exception that the employee may leave sooner when competent replacement can be made by the Employer. The Employer is to furnish printed forms of such resignation. Employees who terminate their employment without giving the Employer the required notice or leave their employment before the end of the two (2) week period shall forfeit all accrued PTO time since their last anniversary date of employment and other benefits to which such employees may be entitled, except wages earned and earned PTO pay through the date of their last employment. The Employer shall give regular employees two (2) week's written notice of termination or two (2) week's pay in lieu thereof, except in the case of a discharge for just cause.
DISCIPLINE/TERMINATION. Employees covered by this Agreement electing to resign or quit their employment shall give the Employer two (2) week'sthirty (30) days written notice and shall continue in the Employer's service during this two (2) weekthirty (30) day period, with the exception that the employee may leave sooner when competent replacement can be made by the Employer. The Employer is to furnish printed forms of such resignation. Employees who terminate their employment without giving the Employer the required notice or leave their employment before the end of the two (2) week period shall forfeit all accrued PTO time since their last anniversary date of employment and other benefits to which such employees may be entitled, except wages earned and earned PTO pay through the date of their last employment. The Employer shall give regular employees two (2) week'sthirty (30) days’ written notice of termination or two (2) week'sthirty (30) days’ pay in lieu thereof, except in the case of a discharge for just cause. (TA, if acceptable as revised, 7/20/17))
DISCIPLINE/TERMINATION. Employees covered by this Agreement electing to resign or quit their employment shall give the Employer two (2) weeks written notice and shall continue in the Employer's service during this two (2) week period, with the exception that the employee may leave sooner when competent replacement can be made by the Employer. The Employer is to furnish printed forms of such resignation. Employees who terminate their employment without giving the Employer the required notice or leave their employment before the end of the two (2) week period shall forfeit all accrued vacation time since their last anniversary date of employment and other benefits to which such employees may be entitled, except wages earned and earned vacation pay through the date of their last employment. The Employer shall give regular full-time employees two
DISCIPLINE/TERMINATION. A 12.1 Employees shall not be terminated or suspended without proper and sufficient cause.
A 12.1.1 Employees shall be informed of their right to have a Union representative present when a letter of warning is issued or suspension or termination is invoked.
A 12.1.1.1 Employees under investigation for alleged misconduct shall be informed of their right to have a Union representative present during an investigation meeting.
A 12.1.2 The Union shall be advised verbally and then in writing of the discipline invoked.
DISCIPLINE/TERMINATION. A. Discipline: The District, when appropriate, will use progressive discipline and discipline shall be administered consistent with good cause. Should the discipline be challenged, the superintendent or designee will have an opportunity to conduct a separate, de novo review of the discipline. However, the appropriateness of using progressive discipline in each case lies within the discretion of management. The specific disciplinary actions taken depend on the nature, frequency and severity of the performance deficiency and/or behavior that violates school district policy/rule or that disrupts school district operations. Types of disciplinary action, which could be initiated are: verbal reprimand; written reprimand; suspension without pay; involuntary transfer, demotion; and termination of employment.
B. Dismissal (termination of employment during the term of a contract): A teacher will not be dismissed without good cause as required in MCA 20-4-207.
C. Termination (non-renewal): A tenured teacher will not be terminated without good cause. The termination of a non- tenured teacher shall be governed solely by the provisions of MCA 20-4-206.
D. Nothing in A, B, and C, above is intended to limit the District’s rights as listed in law to terminate teachers if the financial condition of the District requires a reduction in the number of teachers employed.
DISCIPLINE/TERMINATION. Nurses may be disciplined or terminated for cause, except as provided in Article 4 A (Employee Status) of this Agreement. In taking disciplinary action, the Hospital will normally follow the principle of progressive discipline directed toward the goal of correction. The parties acknowledge that the Hospital may define circumstances justifying immediate suspension or termination subject to just cause. Formal disciplinary action shall take place in a private area. All bargaining unit Nurses have the right to have an Association representative present for disciplinary proceedings. All disciplinary proceedings are subject to Article 12 – Grievance & Arbitration Procedure of this Agreement. All disciplinary entries in the personnel file not involving termination shall state the required corrective action and date for re-evaluation. Written documentation of a performance issue which is not used in a formal process may be removed from the Nurse’s personnel file after one (1) year upon her request. Disciplinary actions greater than three (3) years old may not be utilized for progressive discipline purposes provided there have not been further disciplinary action(s) of a similar nature.
DISCIPLINE/TERMINATION. No Employee may be dismissed, suspended, disciplined, reprimanded, or receive adverse action or evaluation without just cause. Nothing shall prohibit the Union from investigating the dismissal or suspension and resorting to the grievance procedure provided in this Agreement. Expect where the provisions of this Article provide for immediate dismissal, the Employer shall give the Union notice of said discharge or suspension. An Employee is permitted to grieve, as defined herein, any discipline above written discipline.
