EMPLOYEE DISCIPLINE AND DISCHARGE. Disciplinary action may be imposed upon an employee who has satisfactorily completed the initial probationary period only for just cause. Discipline shall be imposed in a timely manner.
EMPLOYEE DISCIPLINE AND DISCHARGE. A. Non-probationary employees may be demoted, reduced in pay, or suspended, or discharged from their job or otherwise disciplined for cause.
EMPLOYEE DISCIPLINE AND DISCHARGE. Employees may be demoted, suspended, or discharged from their job for cause, including:
1. Incompetency; 7. Immoral conduct;
2. Inefficiency; 8. Insubordination;
EMPLOYEE DISCIPLINE AND DISCHARGE. 9
1. Reprimands, either oral or written 10
2. Suspension from duty without pay; 10
EMPLOYEE DISCIPLINE AND DISCHARGE. 41 A. No employee shall receive a disciplinary reprimand, suspension or demotion or be discharged, prior to the expiration of his or her individual contract with the Board, without just cause. It is expressly agreed between the parties that this provision shall not be construed to limit the Board in exercising its discretion not to renew an administrator's individual contract and such decision shall not be subject to arbitration.
42 B. The Board agrees that its rules and regulations governing employee conduct shall be reasonable and that any discipline shall be for just cause.
43 C. Before determining not to renew a contract of an administrator, or determining to discipline, demote or discharge, the Board shall offer reasonable assistance to the administrator in correcting his/her inadequacies giving rise to the reasons for the contemplated action.
44 D. Reasonable assistance shall consist of the following:
1. Conferences shall be held between the administrator and his/her immediate supervisor dealing with the clearly identified inadequacies. Remedies will be specified in writing if so requested by the affected administrator.
2. If the problem persists, a formal warning shall be issued to the administrator. The warning shall contain the specific inadequacies in writing and reasonable time-lines for achieving the established remedies will be established by the Superintendent.
3. If the problem continues to persist, a formal evaluation shall be conducted of the individual's performance during which the individual may, upon request, be accompanied by a XXX representative.
45 E. The affected administrator and/or the XXX xxx grieve discipline under this contract upon receiving notice of said discipline.
EMPLOYEE DISCIPLINE AND DISCHARGE. Section 5.01 - Just Cause 9 Section 5.02 - Progressive Discipline 9 Section 5.03 - Discharge Due Process 9 Section 5.04 - Appeals 9 Section 5.05 - Disciplinary Action Records 9 Section 5.06 - Disciplined Employee's Response 10 Section 5.07 - Union Representation 10
EMPLOYEE DISCIPLINE AND DISCHARGE. 1. Except as provided in Article 4, Section 2, there shall be no disciplines or dismissals except for just cause.
2. The employee shall be notified in writing of the reason for his/her dismissal.
3. Management will provide fair treatment to all employees and provide coaching that is prompt, uniform and impartial. The major purpose of any corrective action is to re-establish performance expectations, correct the problem, prevent recurrence and prepare the employee for sustained and satisfactory performance in the immediate future. In the event that disciplinary action is deemed necessary, it shall generally be applied in the following order:
(1) Verbal warning
(2) Written warning
(3) Suspension without pay, or last and final warning
EMPLOYEE DISCIPLINE AND DISCHARGE. 9 ARTICLE 6 SENIORITY 11
EMPLOYEE DISCIPLINE AND DISCHARGE. 9.1 The Employer shall not discharge any seniority employee without just cause. In respect to discharge, the Employer shall give an employee at least one (1) warning notice of the complaint against such employee, with a copy of the same to the Union Xxxxxxx and the Human Resources Director, except that no warning notice need be given to an employee before he is discharged if the cause of such discharge is dishonesty, drunkenness, recklessness, or other serious offenses.
9.2 Discipline and discharge must be by written notice to the employee and the Union, stating the reason(s) for such action. A discharged employee shall be permitted, upon request, to meet with his Xxxxxxx before he is required to leave the County's property. The Employer will make a room available for such meeting.
9.3 The warning notice as herein provided shall not remain in effect for a period of more than twenty-four (24) months from the date of said notice. The Employer shall not be required to remove warning notices in effect for more than twenty-four (24) months; however, the Employer does agree to segregate such notices from other records in an employee’s personnel file to avoid administrative errors.
EMPLOYEE DISCIPLINE AND DISCHARGE. A. An employee may be disciplined or discharged only for "just cause" as defined in current language set forth in R.C. Section 3319.081(c). The Superintendent may suspend an employee for up to ten (10) work days. Only the Board may discharge an employee.
B. Reasonable efforts will be made first to resolve a discipline or performance problem between the immediate supervisor and the employee depending on the nature of the problem. Reasonable efforts shall be made to administer discipline in private conferences.
C. Before imposing a suspension or discharge on an employee, the Superintendent or his/her designee shall hold a conference with the employee to give the employee an opportunity to learn the reasons for the intended disciplinary action and to explain his/her behavior. The employee has the right to be accompanied at the conference by one representative of his/her own choosing. The conference will be scheduled as promptly as possible by the Superintendent. The Superintendent or his/her designee may impose reasonable rules on the length of the conference and the conduct of the participants. If the Superintendent or his/her designee determines that the employee's continued employment prior to the conference poses a danger to persons or property or a threat of disrupting operations, he may suspend the employee without pay for up to three (3) days pending the conference to determine final disciplinary action.
D. A Union representative shall be permitted to attend, at the employee’s request, any investigatory interview which the employee reasonably believes could lead to discipline.
E. This Article exclusively governs the discipline and termination of employees. Employees may grieve discipline or discharge in accordance with Article 5. This Article shall not apply to nonrenewal of limited contracts, which may not be grieved under Article 5.
