DISMISSAL AND DISCIPLINE. 1. The Employer shall not dismiss, suspend or discipline a teacher bound by this Agreement except for just and reasonable cause.
2. Differences respecting dismissal, suspension or discipline shall be subject to the grievance procedure.
3. Where a teacher is under investigation by the Employer for "cause", the teacher and the Local shall be notified in writing, at the earliest reasonable time, of that fact, and of the particulars of any allegations unless substantial grounds exist for concluding such notification would prejudice the investigation, and in any case shall be notified at the earliest reasonable time and before any action is taken by the Employer. The teacher shall have a Local Representative at his/her interview in connection with the investigation.
4. Where the Employer considers that just and reasonable cause to suspend or to dismiss a teacher may exist under Section 15 of the School Act, the Employer shall provide the Teacher and the Local with written reasons for the suspension. Immediately, and prior to the consideration of dismissal of the teacher, meet with the Local at which meeting the teacher shall have the right to be present.
5. Where the Employer suspends a teacher pursuant to Section 15(4) of the School Act, the Employer shall, not less than 72 hours before the meeting referred to above, provide the teacher and the Local with written reasons for the suspension. Twenty-four hours prior to the meeting, the teacher and the Local shall be given all documents that will be considered at the meeting. The teacher shall have the right to be accompanied by a representative and/or advocate appointed by the Local. At the meeting, the teacher and the representative/advocate shall have the right to:
a. hear all details of the nature of the allegations upon which the contemplated suspension or dismissal is based;
b. receive copies of any documents placed before the Board of Trustees;
c. comment on the allegations, including the submission of a written response; and
d. call witnesses, and question any person presenting evidence to the Board.
6. The decision of the Employer shall be communicated in writing to the teacher and Local and shall contain a statement of grounds for the decision.
7. When an Employee is suspended or dismissed by the Employer, the Local will be informed promptly by letter.
8. Provided the conduct of an Employee, subsequent to the decision to discipline, does not give rise to the need for further discipline, the Employer agr...
DISMISSAL AND DISCIPLINE. 1. The Employer shall not discipline or dismiss any person bound by this Agreement save and except for just and reasonable cause.
2. Where an employee is under investigation by the Employer for any "cause", the employee shall be advised at the earliest reasonable time, in writing, of the reasons for the action unless substantial grounds exist for concluding that such notification would prejudice the investigation. At the same time, the Union shall also be notified that such an investigation is being conducted.
a. The employee shall be entitled to meet with the Employer prior to the disciplinary decision being rendered.
b. At any meeting to investigate a matter which may result in the suspension of an employee, the provisions of C.22.3.b.through C.22.3.e shall apply.
c. The employee shall have the right to a Union representative at any meeting with the Employer in connection with such investigation.
3. The Board shall not dismiss any employee bound by this Agreement unless it has, prior to considering such action, held a meeting of the Board or a committee of the Board and the Superintendent of Schools with the employee entitled to be present, in respect of which:
a. the Board shall, within not less than seventy-two (72) hours before the meeting, provide the employee in writing with reasons why dismissal is being contemplated and all documents available at that time. Not less than twenty-four (24) hours before the meeting, all material that will be considered by the Board at the meeting will have been given to the employee. The employee shall be entitled to file a written reply to any allegations made;
b. the employee shall hear all details of the nature of the allegations upon which the contemplated dismissal is based;
c. the employee may comment on the allegations, including the submission of a written response;
d. the employee may present or have presented their arguments to the Board;
e. the employee may ask or have asked questions of clarification, procedure and information of the Board. The employee may be accompanied by representatives and/or spokespersons of their choice.
4. Where an employee is suspended under Section 15(5) of the School Act, the Board shall, prior to taking further action under Section 15(7), hold a meeting in accordance with the foregoing provisions, unless the right to such a meeting is waived by the employee.
5. Where an employee has been suspended on grounds set out in Section 15(4) of the School Act, the employee shall be ent...
DISMISSAL AND DISCIPLINE. 20.01 Except for the dismissal of an employee serving a probation period, there shall be no discipline or dismissal except for just cause.
20.02 Copies of all disciplinary notices shall be forwarded to the Union. A “disciplinary notice” shall be any written confirmation to an employee of discipline or dismissal.
20.03 An employee shall have the right to have a Shop Xxxxxxx present at the discussion that may involve discipline or could reasonably result in disciplinary sanction. If the Employee waives his/her right to Union representation, the Employee will provide the Employer with the signed waiver in writing. This waiver shall be made available to the Union upon request. The Employer shall notify the employee in advance of the nature of the meeting and inform the employee of the right to Union representation.
DISMISSAL AND DISCIPLINE. Section One. Discipline is defined as written reprimand, suspension, demotion or dismissal.
DISMISSAL AND DISCIPLINE.
Section 1. Dismissal
A. Dismissal is an action by the President which terminates the appointment of a professional staff member for cause. Dismissal for cause shall include, but not be limited to the following:
(1) incompetent or inadequate performance of responsibilities of the position or repeated neglect of these responsibilities;
(2) repeated noncompliance with reasonable regulations or reasonable directives of the Board, the President, or designated management employees;
(3) conduct which impairs the effective performance of assigned responsibilities or impairs the rights of students or of other staff members;
(4) the use of fraud, collusion, or misrepresentation of a fact material to obtaining employment with the college and/or status therein.
B. The appointment of a professional staff member may be terminated according to the following dismissal procedure:
(1) The President shall notify the professional staff member in writing that termination of his/her appointment is under consideration. Said notice will contain a statement of the reasons for the proposed termination.
(2) The professional staff member may respond in writing within twenty-one (21) calendar days of receipt of notice from the President.
(3) If, after considering the response of the professional staff member, or if the professional staff member has not responded within the twenty-one (21) day period, the employer or its representative determines to dismiss the professional staff member, the employer or its representative shall so notify the member in writing of the decision.
(4) Within fourteen (14) calendar days of the notice of the President’s decision, the professional staff member may appeal such decision by filing a written grievance at Level Two of the grievance procedure set forth in Article VII of this Agreement.
DISMISSAL AND DISCIPLINE. A. No employee shall be discharged or suspended except for just cause.
B. Employees will serve a six (6) month probationary period. Any employee may be dismissed during the probationary period without prior warning. Each employee shall receive a written evaluation from his immediate supervisor ninety
DISMISSAL AND DISCIPLINE. Teacher dismissal shall be governed exclusively by applicable statute. Teachers may be disciplined for just cause. The Association may elect to grieve and arbitrate disciplinary matters (excluding dismissals) under the provisions of this Agreement, provided however that the disciplinary action has not been challenged in any other adjudicatory forum. In the event that the discipline is challenged in another adjudicatory forum subsequent to the filing of a grievance, the grievance shall be dismissed. The employer will notify the employee subject to investigation of any situation which might lead to disciplinary action against the employee of the employee rights under state law and of their right to Association representation. If the employer determines that interviews with any members of the bargaining unit are necessary in furtherance of any investigation, the employer will inform the member of the bargaining unit that such interviews are required and will allow an Association representative to attend, as long as in the employer’s determination, such presence will not compromise the investigation or unnecessarily breach any concerns regarding confidentiality. Although there may be situations in which an employee's conduct justifies immediate removal from the school premises, by way of suspension or administrative leave with or without pay, the employer agrees that if feasible and practicable, it will notify the Association of its intention to take any such action and that it will afford the Association and the employee an opportunity to be heard prior to the implementation of such removal, or if the prior hearing is not possible, then the employer agrees that it will allow the Association and the affected employee an opportunity to be heard with regard to the removal as promptly as possible.
DISMISSAL AND DISCIPLINE. 18.1: An employee will not be disciplined or dismissed without just and stated cause. If the employee is disciplined and/or dismissed, it will be done in such a manner so as not to cause undue embarrassment to the employee in front of other people. In most cases, discipline and/or dismissal will be done in the following procedure; provided however, the City reserves the right to administer any level of discipline in light of the underlying conduct of the employee.
A. Immediate for just cause - otherwise
1. Theft from employer
2. Sabotage
3. Conviction of a felony while employed
4. Possession of weapon on City property
5. Assaulting supervisors on job related incidents
6. Assaulting other employees on the job All of the items are job related except (3).
B. Verbal warning (Employer must inform the employee that this is a warning in the first step of a disciplinary procedure).
C. Written warning D. Suspension
DISMISSAL AND DISCIPLINE. 8
9.1 Burden of Proof 8 9.2 Dismissal and Suspension 8 9.3 Right to Grieve Other Disciplinary Action 8 9.4 Personnel File 8 9.5 Right to Have Union Representative Present 9 9.6 Abandonment of Position 9
10.1 Seniority Defined 9 10.2 Seniority Lists 9
11.1 Job Postings 10 11.2 Information in Postings 10 11.3 Hiring and Promotion 10 11.4 Appointments 10 11.5 Probation and Qualifying 11 12.1 Definition 11 12.2 Temporary Positions 11 12.3 Reduction of Hours 12 12.4 Canvass 12 12.5 Layoff 12 12.6 Notice 12 12.7 Recall 12 13.1 Definitions 13 13.2 Work Schedules 13 13.3 Rest Periods and Meal Breaks 13 13.4 Shift Schedules 13 13.5 Additional Hours 13 13.6 Meetings 14 13.7 Overpayment Recovery 14 14.1 Definition 14 14.2 Overtime 14 14.3 Right to Refuse Overtime 14
15.1 Paid Holidays 15 15.2 Holiday Falling on a Saturday or Sunday 15 15.3 Holiday Coinciding with a Vacation Day 15 15.4 Holiday Pay 15 15.5 Other Religious Observances 15
DISMISSAL AND DISCIPLINE. 8.01 Dismissal shall only be for just and proper cause. Dismissal means the termination of an appointment by the Corporation without the consent of the Member and before the end of the contracted appointment period. For a full-time probationary appointment dismissal means termination of the appointment before the completion of the initial period of probation or within the following three
