JUST CAUSE DISCIPLINE. 24.1 It is the intention of the parties that this Article be applied only in cases of severe and flagrant disregard for or failure to comply with District policies and regulations. Such cases must have a continued negative impact upon the school program. It is expected that application of this article will occur rarely and be applied with the utmost restraint and careful consideration of the impact upon the unit member.
JUST CAUSE DISCIPLINE. No employee shall be reprimanded, suspended or reduced in compensation without just cause.
JUST CAUSE DISCIPLINE. No Employee shall be suspended without pay, held on step or denied a salary increase without just cause. At the time such action is taken, a written notice of the specific grounds forming the basis for disciplinary action shall be delivered to the Employee and to the Association. No persons will be arbitrarily or capriciously terminated.
JUST CAUSE DISCIPLINE. No employee shall be disciplined without just cause. Discipline includes, but is not limited to, warnings, reprimands, suspensions, reductions in rank, loss of professional advantage, and discharges (of non-probationary employees). At the time such action is taken, written notice of the specific grounds forming the basis for disciplinary action will be delivered to the employee.
JUST CAUSE DISCIPLINE. No seniority employee shall be discharged or disciplined without just cause.
JUST CAUSE DISCIPLINE. No non‐probationary employee will be demoted, suspended or discharged without just cause.
JUST CAUSE DISCIPLINE. No employee shall be discharged, suspended, disciplined or receive a deficiency downgrade except for just cause. The parties to this Agreement affirm the concept of progressive discipline. If prior discipline is considered in subsequent disciplinary actions, such prior discipline must be referenced in the new notice of discipline. Prior discipline that has been deemed to be removed from an employee’s record may not be used in determining the level of discipline issued in subsequent disciplinary actions. The sole and exclusive remedy for employees receiving written disciplinary action shall be to file a grievance in accordance with the Grievance Procedure set forth in this Agreement. Written reprimands, letters of suspension, letters of demotion, letters of termination and letters of deficiency downgrade given to an employee will contain the reasons for such action. All such notices shall be sent registered mail or delivered in person to the employee with a copy sent to the URA-AFT email address provided by the URA-AFT. An employee shall, upon request, be entitled to have a union representative present at any investigatory meeting or questioning which the employee reasonably believes could result in disciplinary action.
JUST CAUSE DISCIPLINE. No TEACHER shall be disciplined without Just Cause. Discipline includes, but is not limited to, documented warnings, reprimands, suspensions, and discharge. Written reprimands or warnings shall be defined as a separate document apart from the TEACHER’S evaluation form. It is specifically agreed that this section shall not apply to a decision by the BOARD to terminate a TEACHER or to not renew the contract of a TEACHER. Criteria for determining Just Cause is located in the District Employee Handbook on the District website within the staff password protected portal.
JUST CAUSE DISCIPLINE. 31 K-L Xxxxxx and Reduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Longevity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Loss of Seniority. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Lost Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 M Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Mediation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 N Night Premiums. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
JUST CAUSE DISCIPLINE. No employee shall be discharged, suspended, disciplined or receive a deficiency downgrade except for just cause. The parties to this Agreement affirm the concept of progressive discipline. If prior discipline is considered in subsequent disciplinary actions, such prior discipline must be referenced in the new notice of discipline with the corresponding date(s). Failure to provide the corresponding date(s) in a new notice of discipline shall not serve as a basis to rescind or reduce the discipline imposed or to nullify the notice of discipline. Prior discipline that has been deemed to be removed from an employee’s record may not be used in determining the level of discipline issued in subsequent disciplinary actions. The sole and exclusive remedy for employees receiving written disciplinary action shall be to file a grievance in accordance with the Grievance Procedure set forth in this Agreement. A verbal warning shall be specifically stated as a warning at the time it is issued. Written reprimands, letters of suspension, letters of demotion, letters of termination and letters of deficiency downgrade given to an employee shall contain the reasons for such action. All such notices shall be either delivered in person, sent registered mail, or emailed to the employee. A copy of any such notice shall also be sent to the URA-AFT email address provided by the URA- AFT. Absent exigent circumstances, Rutgers shall provide advance written notice to both an employee and the union of a scheduled pre-termination conference by no later than noon of the preceding business day. All such notices shall be either delivered in person, sent by registered mail, or emailed to the employee and the union. Absent exigent circumstances, the union shall not request a postponement of a properly noticed pre-termination conference. The sole and exclusive remedy for failure to provide such notice to the union is to reschedule the pre-termination conference for a time within the next business day that the subject employee is scheduled to work. An employee shall, upon request, be entitled to have a union representative present at any investigatory meeting or questioning which the employee reasonably believes could result in disciplinary action. During any such investigatory meeting, a union representative may assist the employee.
