Just Cause/Due Process Sample Clauses

Just Cause/Due Process. 22.1.1 The District may discipline a unit member only for just cause. Discipline shall conform to the principles and procedures of progressive discipline.
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Just Cause/Due Process. “Just Cause/Due Process” - Except for probationary employees, no employee shall be dismissed, suspended, reprimanded, reduced in rank or compensation, adversely or unsatisfactorily evaluated, transferred, reassigned, or otherwise disciplined without just cause. Any such action, including adverse evaluation of employee performance asserted by the Board or representative thereof, shall be subject to the Grievance Procedure set forth herein. All information bearing on any disciplinary action will be made available to the employee and the Association.
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Just Cause/Due Process. The District may discipline a unit member only for just cause. Discipline shall include warnings, reprimands, or suspensions without pay for less than fifteen (15) working days. Discipline shall not include dismissal or suspensions for more than fifteen (15) working days.
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Just Cause/Due Process. 19.1.1 The County Office may discipline a unit member only for just cause. Unit members shall not be disciplined as a result of participation in association activities. Discipline shall include warnings, reprimands, or suspensions without pay for less than five (5) working days. Discipline shall not include dismissal or suspensions for more than five (5) working days. Nothing in this Article shall apply to procedures set forth in the Education Code, including but not limited to Education Code Sections 44938, 44939, and/or the non-reelection of temporary or probationary unit members.
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Just Cause/Due Process. This Article is intended for the purpose of suspension to replace the provision of Education Code Section 44944 pursuant to California Government Section 3543.2(b).
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Just Cause/Due Process. No continuing contract employee shall be disciplined (including warnings, reprimands, suspensions, discharges, non-renewals, terminations or other action that would adversely affect the employee) without just and sufficient cause. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing upon request, within seven (7) school days. An employee shall be entitled to have present a representative of the Association during any disciplinary action excluding informal warnings, criticism or suggestions for improvement, which independently do not form basis for formal action. In accordance with the law, all employees have the right to Association representation at any meeting they believe could lead to disciplinary action. When a request for such representation is made, no further discussion or action shall be taken with respect to the employee until such representative of the Association is present or until up to two (2) days have passed after such request. Refusal to answer questions at the time the employee has requested representation will not be deemed insubordination. In cases where the health, safety and well-being of students, other employees or District patrons necessitates immediate action, the District will notify the Association as soon as reasonably possible that action has been taken. In the event that an allegation of misconduct is investigated and not supported by the available evidence, such records shall be retained in the District to substantiate that a thorough investigation was conducted and concluded. For professional errors and/or admissions, the supervisor agrees to follow a policy of progressive discipline which minimally includes verbal warning, reprimand, suspension with pay, with non-renewal or discharge as a final and last resort. Disciplinary action taken against an employee shall be appropriate to the behavior that precipitated the disciplinary action. The following shall be the standard for determining just cause in discipline matters.
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Just Cause/Due Process. 19.1.1 The District may discipline a unit member only for just cause. Discipline shall include warnings, reprimands, or suspensions without pay for less than ten
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Just Cause/Due Process. 15.6.1 The District may discipline a teacher only for just cause. Discipline shall conform to the principles and procedures of progressive discipline.
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Just Cause/Due Process. A. An employee shall not be formally disciplined except for just cause. The extent of any disciplinary action shall be in keeping with the seriousness of the infraction.
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Related to Just Cause/Due Process

  • Just Cause No Employee who has completed her probationary period shall be disciplined, suspended without pay or discharged except for just and sufficient cause.

  • Just Cause Provision No teacher shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.

  • NOTICE OF TERMINATION OF EMPLOYMENT 2601 Employment may be terminated voluntarily by a nurse or for just cause by the Employer subject to the following periods of written notice, exclusive of any vacation due:

  • Termination Without Cause The Company may terminate the Executive’s employment hereunder at any time without Cause. Any termination by the Company of the Executive’s employment under this Agreement which does not constitute a termination for Cause under Section 3(c) and does not result from the death or disability of the Executive under Section 3(a) or (b) shall be deemed a termination without Cause.

  • Involuntary Termination “Involuntary Termination” shall mean (i) without the Employee’s express written consent, the significant reduction of the Employee’s duties or responsibilities relative to the Employee’s duties or responsibilities in effect immediately prior to such reduction; provided, however, that a reduction in duties or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Chief Financial Officer of Company remains as such following a Change of Control and is not made the Chief Financial Officer of the acquiring corporation) shall not constitute an “Involuntary Termination”; (ii) without the Employee’s express written consent, a substantial reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) without the Employee’s express written consent, a material reduction by the Company in the Base Compensation or Target Incentive of the Employee as in effect immediately prior to such reduction, or the ineligibility of the Employee to continue to participate in any long-term incentive plan of the Company; (iv) a material reduction by the Company in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction with the result that the Employee’s overall benefits package is significantly reduced; (v) the relocation of the Employee to a facility or a location more than 50 miles from the Employee’s then present location, without the Employee’s express written consent; (vi) any purported termination of the Employee by the Company which is not effected for death or Disability or for Cause; or (vii) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 10 below.

  • Termination of Service Termination of Service shall mean the Executive’s voluntary resignation of service by the Executive or the Bank’s discharge of the Executive without cause, prior to the Normal Retirement Age (Subparagraph I [J]).

  • Voluntary Termination Executive may voluntarily terminate Executive’s employment for any reason upon 30 days’ prior written notice. In such event, after the effective date of such termination, except as provided in Section 2.2 with respect to a resignation for Good Reason, no further payments shall be due under this Agreement, except that Executive shall be entitled to any benefits accrued in accordance with the terms of any applicable benefit plans and programs of the Company.

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • Termination of Services 6.2. To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as:

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