JUST CAUSE AND DISCIPLINE Sample Clauses

JUST CAUSE AND DISCIPLINE. The Employer shall not have the right to discipline employees and to discharge employees except for just cause. Discipline shall be, in general, directed at correcting performance problems, except in situations when the nature of the offense is cause for immediate discharge such as serious misconduct, as defined by the Employer’s policies. Discipline may include oral reprimands, written reprimands, suspension and discharge. The Employer may skip steps in the discipline process based upon the seriousness of the offense in accordance with just cause. At every step of the disciplinary process, the Employer shall provide an explanation for each action taken. The Employer’s current practice is that in general, twelve
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JUST CAUSE AND DISCIPLINE. A. No teacher shall be disciplined without just and sufficient cause.
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JUST CAUSE AND DISCIPLINE. The Employer shall not have the right to discipline employees and to discharge employees except for just cause. Discipline shall be, in general, directed at correcting performance problems, except in situations when the nature of the offense is cause for immediate discharge such as serious misconduct, as defined by the Employer’s policies. Discipline may include oral reprimands, written reprimands, suspension and discharge. The Employer may skip steps in the discipline process based upon the seriousness of the offense in accordance with the provisions of just cause. At every step of the disciplinary process, the Employer shall provide an explanation for each action taken. The Employers current practice is that after twelve (12) consecutive months without like incident that results in discipline, the Employee may request to have the discipline removed from their file. It is up to the Employee or Union Representative/Advocate to request such discipline be removed. If the Employee does not request the discipline be removed from their file and the employee receives another like discipline after twelve
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JUST CAUSE AND DISCIPLINE. The Employer shall not have the right to discipline employees and to discharge employees except for just cause. Discipline shall be, in general, directed at correcting performance problems, except in situations when the nature of the offense is cause for immediate discharge such as serious misconduct, as defined by the Employer’s policies. Discipline may include oral reprimands, written reprimands, suspension and discharge. The Employer may skip steps in the discipline process based upon the seriousness of the offense in accordance with the provisions of just cause. At every step of the disciplinary process, the Employer shall provide an explanation for each action taken. The Employer’s current practice is that in general, twelve (12) months without any disciplinary action will result in the last step being removed from consideration The Employers current practice is that after twelve (12) consecutive months without like incident that results in discipline, the Employee may request to have the discipline removed from their file. It is up to the Employee or Union Representative/Advocate to request such discipline be removed. If the Employee does not request the discipline be removed from their file and the employee receives another like discipline after twelve (12) months, the Employer shal not consider the discipline when determining the level of reprimand, except in extraordinary circumstances as defined by the Employer.. The Employer will notify the Union if extraordinary circumstances result in the Employer determining that a specific discipline will roll off at a date certain beyond the general rule of twelve (12) months. If Addus disciplines an employee, Addus will make commercially reasonable efforts to discipline the employee in private and in a manner that is not intended to embarrass the employee before other employees, clients, or the public.
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JUST CAUSE AND DISCIPLINE. The Employer shall not have the right to discipline employees and to discharge employees except for just cause. Discipline shall be, in general, directed at correcting performance problems, except in situations when the nature of the offense is cause for immediate discharge such as serious misconduct, as defined by the Employer’s policies. Discipline may include oral reprimands, written reprimands, suspension and discharge. The Employer may skip steps in the discipline process based upon the seriousness of the offense in accordance with the provisions of just cause. At every step of the disciplinary process, the Employer shall provide an explanation for each action taken. The Employer’s current practice is that in general, twelve (12) months without any disciplinary action will result in the last step being removed from consideration. The Employer will notify the Union if extraordinary circumstances result in the Employer determining that a specific discipline will roll off at a date certain beyond the general rule of twelve (12) months. If Addus disciplines an employee, Addus will make commercially reasonable efforts to discipline the employee in private and in a manner that is not intended to embarrass the employee before other employees, clients, or the public.
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JUST CAUSE AND DISCIPLINE. An employee who has successfully completed a probationary period will not be disciplined or discharged without just cause. Verbal or written counseling memos shall not be considered discipline. The principle of progressive discipline will govern to give the employee notice regarding problems with their conduct or performance and an opportunity to correct. However, progressive discipline may be bypassed depending upon individual circumstances and the nature of the violation (e.g., gross misconduct; physical abuse of staff and/or patients; fraud; destruction and/or theft of HealthRIGHT 360 property). Written notices of discipline or discharge shall include the events or actions for which the notice is being issued. An employee shall receive such notices during the employee’s regularly scheduled work schedule except in cases where issues of harassment and safety are at issue. An employee may request the attendance of a union representative or a shop xxxxxxx prior to or during an investigatory interview where the employee reasonably believes discipline may result from such investigatory interview or where disciplinary actions may be taken. Disciplinary investigations will be started within ten business days of the Human Resources Department having knowledge of the issue that may give rise to discipline. Employees may be placed on administrative leave during a disciplinary investigation and such administrative leave will be paid and will not last longer than six weeks and may be extended by mutual agreement. Warning notices shall not be used as a basis for discipline after a period of 10 months.
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JUST CAUSE AND DISCIPLINE a) It is hereby agreed that the Employer has the right to discharge or discipline for just cause. The burden of proof of just cause shall rest with the Employer.
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Related to JUST CAUSE AND DISCIPLINE

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • DISCIPLINE AND DISMISSAL 8.4.1 The following principles are to be followed when dealing with disciplinary matters:

  • SUSPENSION AND DISCIPLINE 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 13 11.1 Procedure 13 11.2 Dismissal and Suspension 13 11.3 Burden of Proof 13 11.4 Right to Grieve Other Disciplinary Action 13 11.5 Personnel File 14 11.6 Right to Have Union Representative Present 14 11.7 Abandonment of Position 14 11.8 Probation 14 11.9 Employee Investigations 15 ARTICLE 12 - SENIORITY 15 12.1 Seniority Defined 15 12.2 Seniority List 16 12.3 Loss of Seniority 16 12.4 Re-Employment 17 12.5 Bridging of Service 17 12.6 Same Seniority 17 ARTICLE 13 - LAYOFF AND RECALL 17 13.1 Definition of a Layoff 17 13.2 Pre-Layoff Canvass 17 13.3 Layoff 18 13.4 Bumping 18 13.5 Recall 19 13.6 Advance Notice 19 13.7 Grievance on Layoffs and Recalls 19 13.8 Worksite Closure 19 ARTICLE 14 - HOURS OF WORK 20 14.1 Definitions 20 14.2 Hours of Work 20 14.3 Rest Periods 21 14.4 Meal Periods 22 14.5 Flextime 22 14.6 Staff Meetings 22 (ii) 14.7 Standby Provisions 22 14.8 Conversion of Hours 22 ARTICLE 15 - SHIFTS 23 15.1 Exchange of Shifts 23 15.2 Shortfall of Shifts 23 15.3 Short Changeover Premium 23 15.4 Split Shifts 23 15.5 Work Schedules 23 ARTICLE 16 - OVERTIME 24 16.1 Definitions 24 16.2 Overtime Entitlement 24 16.3 Recording of Overtime 24 16.4 Sharing of Overtime 24 16.5 Overtime Compensation 24 16.6 No Layoff to Compensate for Overtime 24 16.7 Right to Refuse Overtime 24 16.8 Callback Provisions 25 16.9 Rest Interval 25 16.10 Overtime for Part-Time Employees 25 16.11 Authorization and Application of Overtime 25 ARTICLE 17 - HOLIDAYS 26 17.1 Paid Holidays 26 17.2 Holiday Falling on Saturday or Sunday 26 17.3 Holiday Falling on a Day of Rest 26

  • DISCIPLINE/DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge an employee for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved, and forwarded to the office of the Union at the time they are issued.

  • DISCHARGE AND DISCIPLINE 14.09 (a) No employee shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavor to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company's decision or by re-instating the discharged or suspended employee with full compensation for time lost, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or of a Board of Arbitration if the matter is referred to it.

  • DISCIPLINE, SUSPENSION AND DISCHARGE 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause.

  • INJURY AND DISABILITY 23.01 Where an employee is absent due to illness or injury which is compensable by WSIB, the following shall apply:

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