Just and Sufficient Cause. Just and sufficient cause for County disciplinary action taken against a probationary, temporary, or extra help employee shall consist of any lawful reason.
Just and Sufficient Cause. There shall be no discipline or discharge of non-probationary employees without just and sufficient cause.
Just and Sufficient Cause. The Employer shall have the right to discipline and discharge employees for just and sufficient cause. The Employer shall impose discipline in a fair, consistent, reasonable and timely manner. For the purposes of this agreement discipline shall range from a written up to and including discharge.
Just and Sufficient Cause. No Employee shall be disciplined in manner, dismissed, demoted, suspended, nor have his/her contract terminated except for just and sufficient cause or in accordance with the non- disciplinary provisions of Article Reasons for Discipline or Dismissal In all cases of discipline or dismissal, the burden or proof of just and sufficient cause shall rest with the Employer, Notice of any disciplinary action shall be in writing and shall set forth the reasons for the action taken. . Discipline or dismissal may be subject to formal grievance procedures as outlined in Article A copy of the written notice of discipline or dismissal shall be forwarded to the All references to disciplinary action shall be removed from the employee's Personnel File after eighteen months of the date of such action being taken, provided that there has been no further disciplinary action of the same offence. A bargaining unit Employee shall, upon reasonable request, be permitted to review his/her personnel file in the presence of a designated Employer representative. At the Employees discretion, he/she may take an available Union representative with him/her to any disciplinary meeting involving his/her supervisor or management personnel.
Just and Sufficient Cause. No employee shall be discharged, suspended or otherwise disciplined without just cause.
Just and Sufficient Cause. No employee shall be subject to discharge or discipline except for just and sufficient cause. Prior to discharging or disciplining an employee, the Employer shall examine several factors such as the seriousness of the offence, the employee's length of service and other relevant mitigating factors.
