JUST CAUSE DISCIPLINE Clause Samples
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.
24.2 This Article is entered into pursuant to Section 3543.2 (b) of the Government Code. This Article details the non-exclusive right of the district to process suspensions without pay for a period not to exceed 15 duty days. The provisions of this article shall not abrogate the right of the District to proceed with any other form of discipline, including, but not limited to, dismissals of temporary, probationary and permanent unit members, to the implementation of statutory authorized rights of suspension, and the issuance of verbal or written reprimands, notices of incompetence or notices of unprofessional conduct and suspensions with pay. Also nothing contained in this Article shall prevent the District from proceeding with notices of non-renewal of contract for temporary or probationary unit members.
24.3 A unit member may be suspended by the District only for just cause. The term “suspension” shall mean suspension without pay for up to and including fifteen (15) duty days and shall include the loss of any extra compensation related to such periods of unpaid status. The suspension imposed shall be reasonably related to the seriousness of the misconduct or shall be reasonable in light of the number and frequency of prior incidents of misconduct by the employee. Normally an oral warning will proceed a written warning. Normally no written reprimand will be issued except in cases where a unit member repeats an infraction for which he/she has received a written warning. In cases of serious misconduct, no prior oral and/or written reprimand is required.
JUST CAUSE DISCIPLINE. No employee shall be reprimanded, suspended or reduced in compensation without just cause.
JUST CAUSE DISCIPLINE. 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 non-probationary employee will be demoted, suspended or discharged without just cause.
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 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 seniority employee shall be discharged or disciplined 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. No employee will be disciplined without just cause. Discipline includes, but is not limited to, warnings, reprimands, suspensions, and discharge. Written reprimands or warnings will be defined as a separate document apart from the employee evaluation form. The Administration will inform the employee that he/she has the right to CLASS representation at any meeting that could lead to an improvement plan, discipline and/or discharge. Employees may be subject to immediate discharge for the commission of a crime or other serious misconduct. Employees may also be subjected to later steps in the progressive discipline process based on the severity of the misconduct. With respect to all other deficiencies, the following progressive action will be taken if any employee does not perform his/her work properly, fails to follow instructions from his/her immediate supervisor, or violates District policy.