Common use of For Just Cause Clause in Contracts

For Just Cause. The Employer may discipline an employee for just cause, according to the principles of progressive discipline. The Employer may only take disciplinary action within thirty (30) working days of becoming aware of the incident(s) in question (subject to extension by mutual agreement between the General Manager Food and Beverage Services, or designate and the Union), and such discipline shall be subject to the following procedure: (a) The Employer may issue verbal warnings. In such cases the Employee will be given advance notice of the verbal warning. Consistent with 14.01(c) the Employer will provide the Employee and the Union (with a copy to the employee’s personnel file) a written record of the verbal warning, including the grounds on which the warning is based. (b) An Employee is entitled, prior to the imposition of any form of discipline, including discharge, to be notified at a meeting, in the presence of his/her Union representative, of the reason for considering such action. (c) Any and all forms of disciplinary action and/ or discharge must be provided in writing to the affected employee, the Union and a copy placed in the employee’s personnel file. The written notice shall include the grounds on which the discipline is based. (d) An Employee shall have his/her ▇▇▇▇▇▇▇ present at any discussion with the Employer that is the basis of disciplinary action.

For Just Cause. The Employer may discipline an employee for just cause, . Such discipline shall be applied according to the principles of progressive discipline. The Employer may only take disciplinary action within thirty (30) working days of becoming aware of the incident(s) in question (subject to extension by mutual agreement between the General Manager Food and Beverage Services, or designate Staff Liaison Officer and the UnionShop ▇▇▇▇▇▇▇), and such discipline shall be subject to the following procedure: (a) a. The Employer may issue give a verbal warningswarning. In such cases the Employee will be given advance notice notified of the verbal warning. Consistent with 14.01(c) the The Employer will provide the Employee may keep and the Union (with a copy to the employee’s personnel file) rely upon a written record of such warnings, provided that the employee receives a copy when the verbal warning, including the grounds on which the warning is basedissued. Such records will not constitute part of the employees personnel file. The Union will not receive copies of verbal warning confirmations. (b) b. An Employee employee is entitled, prior to the imposition of any form of discipline, including discharge, to be notified at a meeting, in the presence of his/her their Union representative, of the reason reasons for considering such action. c. An Employee must be notified in writing, (cand a copy forwarded to the Union) Any of the grounds for each and all forms every form of disciplinary action and/ or discharge must be provided in writing to the affected employee, the Union and a copy placed in the employee’s personnel file. The written notice shall include the grounds on which the discipline is basedand/or discharge. (d) d. An Employee shall employee shall, upon request, have his/her their ▇▇▇▇▇▇▇ present at any discussion with the Employer that is which the employee believes might be the basis of disciplinary action.

For Just Cause. The Employer may discipline an employee for just cause, . Such discipline shall be applied according to the principles of progressive discipline. The Employer may only take disciplinary action within thirty (30) working days of becoming aware of the incident(s) in question (subject to extension by mutual agreement between the General Manager Food and Beverage Services, or designate Business Agent and the UnionJob ▇▇▇▇▇▇▇), and such discipline shall be subject to the following procedure: (a) a. The Employer may issue give a verbal warningswarning. In such cases the Employee will be given advance notice notified of the verbal warning. Consistent with 14.01(c) The Employer may keep and rely upon a written record of such warnings, provided that the Employer will provide the Employee and the Union (with employee receives a copy to when the verbal warning is issued. Such records will not constitute part of the employee’s personnel file) a written record . The Union will not receive copies of the verbal warning, including the grounds on which the warning is basedconfirmations. (b) b. An Employee employee is entitled, prior to the imposition of any form of discipline, including discharge, to be notified at a meeting, in the presence of his/her Union representative, of the reason reasons for considering such action. c. An Employee must be notified in writing, (cand a copy forwarded to the Union) Any of the grounds for each and all forms every form of disciplinary action and/ or discharge must be provided in writing to the affected employee, the Union and a copy placed in the employee’s personnel file. The written notice shall include the grounds on which the discipline is basedand/or discharge. (d) d. An Employee shall employee shall, upon request, have hisher/her his ▇▇▇▇▇▇▇ present at any discussion with the Employer that is which the employee believes might be the basis of disciplinary action.

For Just Cause. The Employer may discipline an employee for just cause, . Such discipline shall be applied according to the principles of progressive discipline. The Employer may only take disciplinary action within thirty (30) working days of becoming aware of the incident(s) in question (subject to extension by mutual agreement between the General Manager Food and Beverage Services, or designate Staff Liaison Officer and the UnionShop ▇▇▇▇▇▇▇), and such discipline shall be subject to the following fol- lowing procedure: (a) a. The Employer may issue give a verbal warningswarning. In such cases the Employee will be given advance notice notified of the verbal warning. Consistent with 14.01(c) the The Employer will provide the Employee may keep and the Union (with a copy to the employee’s personnel file) rely upon a written record of such warnings, provided that the employee receives a copy when the verbal warning, including the grounds on which the warning is basedissued. Such records will not constitute part of the employees personnel file. The Union will not receive copies of verbal warning confirma- tions. (b) b. An Employee employee is entitled, prior to the imposition of any form of discipline, including discharge, to be notified at a meeting, in the presence of his/her Union representative, of the reason reasons for considering consid- ering such action. c. An Employee must be notified in writing, (cand a copy forwarded to the Union) Any of the grounds for each and all forms every form of disciplinary action and/ or discharge must be provided in writing to the affected employee, the Union and a copy placed in the employee’s personnel file. The written notice shall include the grounds on which the discipline is basedand/or discharge. (d) d. An Employee shall employee shall, upon request, have hisher/her his ▇▇▇▇▇▇▇ present at any discussion with the Employer that is which the employee believes might be the basis of disciplinary action.