JUST CAUSE-DISCIPLINE AND DISMISSAL Sample Clauses

JUST CAUSE-DISCIPLINE AND DISMISSAL. All employees shall serve a probationary period of one school year. No non-probationary employee shall be disciplined or dismissed except for just cause.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. Termination or discipline of an Occasional Teacher who has worked for the Board for less than sixty (60) days will entail a lesser standard of just cause than that of an Occasional Teacher who has worked for the Board for sixty (60) days or more.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. 21:01 All Occasional Teachers shall have a probationary period of sixty (60) teaching days. 21:02 It is understood that an Occasional Teacher will be deemed to have completed his or her probationary period if he/she was employed with the Board as a permanent teacher in the school year immediately prior. 21:03 No Occasional Teacher shall be disciplined, suspended or dismissed without just cause. The Association understands that the Board may apply a lesser standard of just cause for probationary teachers.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. (a) No occasional teacher shall be disciplined or dismissed without just cause. In the case of dismissal, the Board may apply a lesser standard of just cause for occasional teachers on probation. (b) An occasional teacher will be considered to be on probation until that teacher has completed sixty (60) teaching days with the Board over a three (3) consecutive year period. The sixty (60) teaching day probationary period may be extended through a mutual agreement between the Board and the Association. A certified pregnancy/parental leave or a prolonged illness of twenty (20) teaching days or more shall result in an equal number of days being added to the three (3) year time period.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. 23.01 No Occasional teacher who has worked forty (40) teaching days or more shall be dismissed or disciplined without just cause. In the event of a disciplinary action or dismissal, the Occasional Teacher shall be given the reason in writing.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. (a) No Occasional Teacher shall be disciplined or dismissed without just cause. In the case of dismissal, the Board may apply a lesser standard of just cause for Occasional Teachers on probation. (b) An Occasional Teacher will be considered to be on probation until that teacher has completed sixty (60) teaching days with the Board over a three
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JUST CAUSE-DISCIPLINE AND DISMISSAL. 12.01 No Occasional Teacher shall be dismissed or disciplined without just cause. In the event of a disciplinary action or dismissal, the Occasional Teacher shall be given the reason in writing.
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JUST CAUSE-DISCIPLINE AND DISMISSAL. 10.01 An Occasional Teacher, who has completed 60 days teaching within a three (3) consecutive year period while subject to the terms and conditions of this Agreement and who believes that he/she has been unjustly removed from the Board's Occasional Teacher List for disciplinary reasons may file a grievance. An Occasional Teacher who has completed less than 60 days teaching within a three (3) consecutive year period while subject to the terms and conditions of this Agreement may be removed by the Board from the Occasional Teacher List and shall have no recourse to the Grievance and Arbitration procedure. A certified maternity leave (maximum 1 year) or a prolonged illness of 20 days or more (certified by a doctor) shall result in an equal number of days being added to the three year limit. 10.02 All Casual and Long-Term Occasional Teachers shall have access to their personnel files upon their request or the request of the President with the written permission of the Occasional Teacher. The Occasional Teacher’s file shall be examined in the presence of a person authorized by the Board. The Occasional Teacher, upon request, shall be provided with a photocopy of any documents in the file.
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Related to JUST CAUSE-DISCIPLINE AND DISMISSAL

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • Good Reason The Executive's employment may be terminated by the Executive for Good Reason. For purposes of this Agreement, "Good Reason" shall mean:

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