Common use of DUE PROCESS/JUST CAUSE Clause in Contracts

DUE PROCESS/JUST CAUSE. 6.3.2.1 No employee shall be disciplined (including warnings, reprimands, suspensions, discharges, layoff, terminations or other actions that would adversely affect the employee without just and sufficient cause. 6.3.2.2 An employee shall be advised of the right to have a representative of the Association present during any meeting or investigation which could result in disciplinary action. When a request for such representation is made by the employee, the employee shall have a reasonable time, normally not to exceed three (3) days, in which to obtain a representative of the Association. 6.3.2.3 Prior to imposing discipline, the employee’s immediate supervisor will meet with the employee to determine if the problem can be solved. If the problem has not been solved, a written notice of the discipline shall be made to the employee, with a copy to the Association President, within five (5) days of the meeting. This notice shall specify the grounds which form the basis for disciplinary action. 6.3.2.4 Discipline, as used in this Agreement, shall mean verbal reprimand, written reprimand, suspension with pay, suspension without pay, demotion, or discharge. The District agrees to follow a course of progressive discipline in order to give the employee an opportunity to correct actions which the Employer deems to be inappropriate. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. A copy of such written warning notice shall be sent to the Association at the time it is given to the employee. 6.3.2.5 Some charges of a serious nature may require omitting some progressive disciplinary steps. 6.3.2.6 Any complaint made against an employee by any parent, student or other person, that is not provided to the employee by mail within ten (10) days after the District has knowledge of the complaint, may not be used as a basis for any disciplinary action against the employee. This section shall not apply where the matter is under criminal investigation or investigation by the Department of Social and Health Services and such notice would impede that investigation.

DUE PROCESS/JUST CAUSE. 6.3.2.1 No employee shall be disciplined (including warnings, reprimands, suspensions, discharges, layoff, terminations or other actions that would adversely affect the employee employee) without just and sufficient cause.. For information regarding the meaning of just cause see Appendix C. 6.3.2.2 An employee shall be advised of the right to have a representative of the Association present during any meeting or investigation which could result in disciplinary action. When a request for such representation is made by the employee, the employee shall have a reasonable time, normally not to exceed three (3) days, in which to obtain a representative of the Association. 6.3.2.3 Prior to imposing discipline, a pre-disciplinary meeting will be held with the employee’s immediate supervisor will meet with employer to provide the employee a summary of the allegations under investigation, and an opportunity for the employee to determine if respond to those allegations. At the problem can outset of the pre-disciplinary meeting, the employee will be solvedprovided a written summary of the allegations or issues under investigation. If the issue or problem has is not been solvedsolved at this meeting, a written notice of the discipline shall be made to the employee, with a copy to the Association President, within five ten (510) days of the meeting. This notice shall specify the grounds which form the basis for disciplinary action. 6.3.2.4 Discipline, as used in this Agreement, shall mean verbal reprimand, written reprimand, suspension with pay, suspension without pay, demotion, or discharge. The District agrees to follow a course of progressive discipline in order to give the employee an opportunity to correct actions which the Employer deems to be inappropriate. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. A copy of such written warning notice shall be sent to the Association at the time it is given to the employee. 6.3.2.5 Some charges of a serious nature may require omitting some progressive disciplinary steps. 6.3.2.6 Any complaint made against an employee by any parent, student or other person, that is not provided to the employee by mail within ten (10) days after the District has knowledge of the complaint, may not be used as a basis for any disciplinary action against the employee. This section shall not apply where the matter is under criminal investigation or investigation by the Department of Social and Health Services and such notice would impede that investigation.

DUE PROCESS/JUST CAUSE. 6.3.2.1 20.1.1 No employee shall be disciplined (including warnings, reprimands, suspensions, discharges, layoff, terminations or other actions that would adversely affect the employee employee) without just and sufficient cause. 6.3.2.2 20.1.2 Notice of such discipline shall be given the employee with a copy to the Association President by the employer. Every effort shall be made to solve the problem with the employee's immediate administrator. 20.1.3 An employee shall be advised of the right to have present a representative of the Association present during any formal meeting or investigation which could result in may lead to disciplinary action. When a request for such representation is made by the employeemade, no action shall be taken with respect to the employee shall have a reasonable time, normally not to exceed three (3) days, in which to obtain a until such representative of the AssociationAssociation is present. 6.3.2.3 Prior to imposing discipline, the employee’s immediate supervisor will meet with the employee to determine if the problem can be solved. 20.1.4 If the problem has not been solvedsolved as stated in Section 20.1.2 above, a written notice of the discipline shall be made to the employee, with a copy employee and to the Association President, President within five (5) days of the meetingdays. This notice shall specify the grounds which form the basis for disciplinary action. 6.3.2.4 Discipline20.1.5 A policy of progressive discipline shall be employed. It shall include, as used in this Agreementbut not be limited to, shall mean verbal reprimandwarning, written reprimand, suspension with pay, suspension without pay, demotion, or dischargeand discharge as a final and last step. The District agrees to follow Some charges of a course serious nature may require omitting some of progressive discipline in order to give the employee an opportunity to correct actions which the Employer deems to be inappropriatethese steps. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. A Employees who are terminated shall be given all accrued benefits to the date of termination. Discipline shall be administrated in a confidential manner. The Association must be notified any time an employee is disciplined in writing with a copy of such written warning notice shall be discipline sent to the Association at the time it is given to the employeePresident no later than five (5) days after occurrence. 6.3.2.5 Some charges of a serious nature may require omitting some progressive disciplinary steps. 6.3.2.6 20.1.6 Any complaint made against an employee by any parent, student or other person, that is not provided called to the attention of the employee by mail within ten (10) days after the District has knowledge of the complaintdays, may not be used as a the basis for any disciplinary action against the employee. This section nor shall not apply where the matter is under criminal investigation or investigation by the Department of Social and Health Services and such notice would impede that investigationit be used as evidence in any grievance.