Just Cause, Due Process, and Progressive Discipline Sample Clauses

Just Cause, Due Process, and Progressive Discipline. The seven tests of the Just Cause standard are as follows:
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Just Cause, Due Process, and Progressive Discipline. When discipline is necessary, it shall be handled in a reasonable manner that supports the concept of progressive discipline and minimizes the interruption of University services. Both parties agree to attempt to resolve differences at the lowest level. Supervisors shall discuss workplace issues with the Bargaining Unit Members to ensure that no Bargaining Unit Member is disciplined for violation of a policy or procedure he or she might not reasonably know about. The University agrees to administer all discipline and discharge actions for just cause and in accordance with the employee’s due process rights. The administration of discipline shall be in private. Discipline shall be administered on a case-by-case basis in a consistent and fair manner. Discipline shall be determined after an objective review of the facts with consideration given to the employment record of the Bargaining Unit Member, previous discipline if any and the impact to the University resulting from the action. The principles of progressive and constructive discipline shall be followed. The steps of progressive discipline are as follows:
Sample 1

Related to Just Cause, Due Process, and Progressive Discipline

  • Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Successive Disabilities If, following a period of total disability with respect to which benefits are paid from this Plan, an employee returns to work for a continuous period of six (6) months or more, any subsequent total disability suffered by that employee, whether related to the preceding disability or not, shall be considered a new disability and the disabled employee shall be entitled to benefit payments after the completion of another waiting period. In the event the period during which such an employee has returned to work is less than six (6) months and the employee again suffers a total disability that is related to the preceding disability, the subsequent disability shall be deemed a continuation of the preceding disability, and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period. Should such an employee suffer a subsequent disability that is unrelated to the previous disability and provided the period during which the employee returned to work is longer than one (1) month, the subsequent disability shall be considered a new disability and the employee shall be entitled to benefit payments after the completion of another waiting period. If the period during which the employee returned to work is one (1) month or less, the subsequent disability shall be deemed a continuation of the preceding disability and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period.

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