Employee Discipline/Termination Sample Clauses

Employee Discipline/Termination. 15.1 The employer may, in good faith or for cause, take disciplinary action by written reprimand, suspension, demotion or discharge. The employee shall be provided a letter setting forth the reason(s) for such action at the time such action is taken or shortly thereafter. Employees shall be given the opportunity to read and answer all disciplinary letters or performance evaluations before placement of such material into their personnel file and will be requested to sign such letters. Signature thereon shall not be construed as admission of guilt or concurrence with the reprimand, but rather an indication that they have seen and comprehend the gravity of the disciplinary action. A copy of the letter will be provided to the Guild upon authorization by the employee.
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Employee Discipline/Termination. 1. Just Cause Discipline No Employee of the District shall be disciplined without just cause. Discipline includes but is not limited to, warnings, reprimands, suspensions, and discharge. At the time such action is taken, written notice of the specific grounds forming the basis for disciplinary action will be delivered to the Employee.
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Employee Discipline/Termination. 24.1 It is hereby recognized and agreed that the employer has the right to discipline an employee for reasonable and just cause.
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Employee Discipline/Termination. Any employee may be suspended or dismissed during the term of this Agreement for just cause.
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Employee Discipline/Termination. 29.1 No employee shall be disciplined except for just cause. The Employer may take disciplinary action by written reprimand, suspension, demotion, or discharge.
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Employee Discipline/Termination 
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Related to Employee Discipline/Termination

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • EMPLOYMENT & TERMINATION This Agreement and the employment of the Executive shall terminate upon the occurrence of any of the following:

  • Severance Termination (a) Subject to 56.7 above, indeterminate employees on 4 June 2014 shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred sixty-five (365), to a maximum of thirty (30) weeks.

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • Benefit Termination Any employee terminating employment shall be entitled to receive the District insurance contribution for the remainder of the calendar month in which the contribution is effective. In cases where separation occurs after completion of the employee’s full contract obligation (i.e. the end of the school/work year), benefit coverage will continue through August 31 of that year.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

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