Employee Dismissal. Any permanent employee who is dismissed for disciplinary reasons or as a result of performance evaluation shall be notified in writing of said dismissal, which shall include the specific reasons for dismissal.
Employee Dismissal. Should dismissal of an employee whether leased, or the General Manager or Operations Manager become necessary, REG Services will make its best effort to use other staff including staff of other facilities it manages to continue operations of Blackhawk Biofuels. Appropriate dismissal will not be delayed by staffing concerns.
Employee Dismissal. In the event the Employee's employment is terminated by the Company for other than Cause, death or Disability, then the Company shall pay all Base Salary, Bonus and benefits to Employee as per this contract until February 26, 2020. Such payment shall be made according to the normal payroll practices of the Company. All Employee's vested stock options shall remain effective subsequent to Employee's dismissal for other than Cause, death or Disability.
Employee Dismissal. (1) No employee will be dismissed without just cause.
(2) In the event that the District is considering the dismissal of an employee or termination of an employee’s services at the expiration of his/her probationary period, it will provide at least one written warning and will schedule a meeting among the immediate supervisor, the employee, and at his option, the Association representative for the purpose of improving his performance in order to continue his employment.
(3) Following such conference, if the District still determines that the employee should be dismissed, the employee will receive a minimum of sixty (60) days written notice. The notice will specify reasons for dismissal.
(4) Any employee dismissed under this article has the right to invoke grievance procedure if he disagrees with the action.
Employee Dismissal. The following policy will apply in the matter of non-probationary employee retention and dismissal:
A. All employees will be evaluated at least once during each year of employment. During any meeting established to discuss an evaluation or an observation, employees will be provided with copies of any evaluation form or observation form used by the evaluator.
B. Any employee who is given less than a satisfactory rating on their evaluation will be given an opportunity to discuss the matter with their supervisor.
C. The supervisor may then draw up a plan of assistance to help the employee improve their performance, which will be reviewed with the affected employee. A plan of assistance is appropriate for a permanent employee who is having problems completing the work tasks assigned. A plan of assistance is not appropriate for the correction of all inappropriate behavior and may not be used prior to dismissal in all instances. Plans of assistance will not be used prior to termination of probationary employees.
D. An employee may have a representative present during all meetings held to discuss plans of assistance. The representative must be another employee or a representative of the Association. E The supervisor will work closely with the employee over a period of 15 working days attempting to help the employee improve their performance. At the discretion of the supervisor, the number of days allowed for improvement may be extended but not shortened.
Employee Dismissal. 1. No Employee shall be discharged without just cause. Dismissal procedures are provided in Section 24-12 of the Illinois School Code.
Employee Dismissal. Employee dismissal shall follow procedure as outlined in Article 24-12 in the School Code of Illinois If reduction in force becomes necessary, the reduction of personnel will be done in accordance with the following procedures, though school code takes precedence:
1. Notice of such reductions shall be given to the Individual by regular mail, and certified mail or personal delivery with receipt at least 45 days before the end of the school term as required by law.
2. Each employee must be categorized into one or more positions for which the Individual is qualified to hold, based upon legal qualifications and any other qualifications established in a job description, on or before May 10 prior to the school year during which the sequence of dismissal is determined. Within each position, the school district must establish 4 Groupings (as established by statute) of individuals qualified to hold the position;
3. Among individuals qualified to hold a position, Staff must be dismissed in the order of the Groupings, with individuals in Grouping 1 dismissed first and individuals in Grouping 4 dismissed last. Within each Grouping, the sequence of dismissal is established by statute;
4. If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning of the following school term, the positions thereby becoming available shall be tendered to the individuals within Grouping 3 or Grouping 4 so removed or dismissed so far as they are legally qualified to hold such positions; and
5. Any individual removed or dismissed through the above mentioned reduction in force procedure and who accepts the tender of a vacancy within one (1) calendar year from the beginning of the following school term shall lose no rights which accrued while in contractual service.
6. Certain individuals removed or dismissed within Grouping 2 will have the limited recall rights available by School Code, if any.
Employee Dismissal. A Union member who does not maintain his/her Union membership or service fee for the duration of this Agreement, as described herein, shall be subject to dismissal action as follows:
(1) The interpretation, application, administration and enforcement of this Article shall be in accordance with the provisions of California Education Code and the California Government Code, Chapter 10.7 of Division 4, Title 1, Section 3540, as amended, and construed by the Public Employment Relations Board, U.S. Federal and California State Courts, and to the extent that such dismissal action does not conflict with federal or state laws.
(2) The Union shall not cause or seek the dismissal of any employee who has been expelled by the Union for any reason other than failure to maintain Union membership as described herein.
Employee Dismissal. A. No employee will be dismissed without just cause.
B. In the event that the District is considering the dismissal of an employee or termination of an employee’s services at the expiration of his/her probationary period, it will provide at least one written warning and will schedule a meeting among the immediate supervisor, the employee, and at his option, an Association representative for the purpose of improving his performance in order to continue his employment.
C. Following such conference, if the District still determines that the employee should be dismissed, the Superintendent will forward the recommendation to the Board of Education. The employee will receive a minimum of thirty (30) days written notice of the date the Board of Education will meet to consider the recommendation for termination. If the Board of Education accepts the Superintendent’s recommendation to terminate a non-tenured administrator, it will then provide thirty (30) days notice of the date of dismissal. The notice will specify reasons for dismissal.
D. Any employee dismissed under this article has the right to invoke grievance procedure if he disagrees with the action.
Employee Dismissal. A. The Business Administrator will not be dismissed without just cause.
B. In the event that the District is considering dismissal, it will provide at least one written warning and will schedule a meeting with the Superintendent and the Business Administrator for the purpose of improving her performance in order to continue her employment.
C. Following such conference, if the District still determines that the Business Administrator shall be dismissed, the Superintendent will forward the recommendation to the Board of Education. The Business Administrator will receive a minimum of thirty (30) days written notice of the date the Board of Education will meet to consider the recommendation for termination.
