Common use of JUST CAUSE AND RIGHT TO REPRESENTATION Clause in Contracts

JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just cause. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, suspension, and termination/discharge. Discipline should be issued in writing to the employee as expeditiously as possible. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of discipline, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction. The employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When the employer requests a written statement in lieu of a meeting, the employer shall notify the employee of their right to consult their Advocate or the Member Resource Center prior to submission of the statement.

JUST CAUSE AND RIGHT TO REPRESENTATION. ‌ Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- non-probationary employees except for just causecause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, unpaid or paid suspension, and termination/discharge. Discipline should be issued in writing to the employee as expeditiously as possibledischarge (firing). Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer Employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of disciplinediscipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction). The employer Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When the employer requests a written statement in lieu of a meeting, the employer shall notify the employee of their right to consult their Advocate or the Member Resource Center prior to submission of the statement.

JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just causecause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, warning written reprimand or warning, suspension, and warning suspension termination/discharge. Discipline should discharge The purpose of progressive discipline is intended to be issued corrective in writing nature and not intended to the employee as expeditiously as possiblebe punitive. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer Employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of disciplinediscipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction. The employer Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an the Employer shall attempt to meet with the employee to investigate and gather facts, in person or via a written statement by the employee, surrounding the incident. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When In the employer event the Employer requests a written statement in lieu of a or in addition to an in-person meeting, the employer Employer shall notify the employee of their right to consult their Advocate or the Member Resource Center Union Representative prior to the submission of the statement.

JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just causecause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: - verbal warning, warning - written reprimand or warning, suspension, and warning - suspension - termination/discharge. Discipline should discharge The purpose of progressive discipline is intended to be issued corrective in writing nature and not intended to the employee as expeditiously as possiblebe punitive. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer Employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of disciplinediscipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction. The employer Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an the Employer shall attempt to meet with the employee to investigate and gather facts, in person or via a written statement by the employee, surrounding the incident. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When In the employer event the Employer requests a written statement in lieu of a or in addition to an in-person meeting, the employer Employer shall notify the employee of their right to consult their Advocate or the Member Resource Center Union Representative prior to the submission of the statement.

JUST CAUSE AND RIGHT TO REPRESENTATION. ‌ Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just causecause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, warning written reprimand or warning, suspension, and warning suspension termination/discharge. Discipline should discharge The purpose of progressive discipline is intended to be issued corrective in writing nature and not intended to the employee as expeditiously as possiblebe punitive. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer Employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of disciplinediscipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction). The employer Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an the Employer shall attempt to meet with the employee to investigate and gather facts, in person or via a written statement by the employee, surrounding the incident. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When In the employer event the Employer requests a written statement in lieu of a or in addition to an in-person meeting, the employer Employer shall notify the employee of their right to consult their Advocate or the Member Resource Center Union Representative prior to the submission of the statement.

JUST CAUSE AND RIGHT TO REPRESENTATION. ‌ Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just cause. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, suspension, and termination/discharge. Discipline should be issued in writing to the employee as expeditiously as possible. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of discipline, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction). The employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When the employer requests a written statement in lieu of a meeting, the employer shall notify the employee of their right to consult their Advocate or the Member Resource Center prior to submission of the statement.