Just Cause/Progressive Discipline. The City shall not discipline, suspend or discharge any employee for disciplinary reasons except for just cause. It is mutually agreed that progressive, corrective discipline for minor offenses should be employed and therefore the employee shall first receive an oral and a written warning notice before more severe discipline is issued. The Union acknowledges, however, that a warning notice, whether verbal or written need not be issued first for major infractions as defined by the City's Rules and Regulations resulting in suspension or discharge. A written Counseling Memorandum is not considered discipline and is not subject to the grievance process or Arbitration.
Just Cause/Progressive Discipline. Except as set forth in Section 5.4, the College will employ a three-step progressive discipline process: Informal, undocumented coaching and correction shall not serve as a Step One discipline. The parties acknowledge that informal training and learning are mutual responsibilities of the College and Union.
Just Cause/Progressive Discipline. 70.2.1. No employee shall be disciplined or discharged without just cause. The only exception to this provision and the provisions below shall apply to probationary employees who have yet to complete the initial probationary period upon hire into the Fire Department/entry to the bargaining unit.
70.2.2. The County has a policy of progressive discipline. If the County intends to change that policy the County agrees to notify the Union at least thirty (30) days in advance and, upon request from the Union, the Parties shall bargain to the extent required by and consistent with Arlington County Code Chapter 6-30.
70.2.3. Nothing in this Article shall be construed to prohibit the informal counseling of an employee by a supervisor or manager in reference to a minor infraction of policy or procedure that does not result in disciplinary action being taken against the employee.
Just Cause/Progressive Discipline. Except as set forth in Article 4.3, the College will employ progressive discipline. Student workers will receive one oral and one written warning before discharge. A student worker may request a disciplinary meeting with the Office of Student Employment after receiving a written warning. A student worker may request to have a union representative or workplace xxxxxxx present at the meeting.
Just Cause/Progressive Discipline. 24.1. Employees who have completed their probationary period will be terminated or disciplined only for Just Cause and after a fair and timely review of the instigating incident(s) and circumstances. Reasons for discipline or termination include, but are not limited to, inadequate work performance, insubordination, abusive or inappropriate behavior, and violations of important Center policies. “Termination” is distinct from “layoff,” a form of discharge addressed elsewhere in this agreement.
Just Cause/Progressive Discipline. No employee may be discharged, suspended without pay, or disciplined in any way except for just cause. Just cause shall be defined as cause which is based upon reasonable grounds and must be a fair and honest cause or reason, regulated by good faith. In addition, the County will employ the concept of progressive discipline in appropriate cases. The County’s policy is that discipline is corrective, rather than punitive in nature. It is understood that there may be egregious cases that may result in discharge, disciplinary transfer, or other disciplinary action, that do not require corrective action. Written reprimands may not be used for purposes of progressive discipline once three (3) years have passed from the date the reprimand was issued, and the employer has documented no similar problems with the employee during this three (3) year time period. In those instances where disciplinary action is based on reasonable evidence of the commission of a crime, or the proposed discipline involves suspension or termination of the employee the grievance procedure will begin at Step 3, unless Step 3 is waived by mutual agreement of parties, in which case the procedure will begin at the next appropriate step.
Just Cause/Progressive Discipline. No member of the bargaining unit shall be disciplined, suspended, reduced in rank or compensation, reprimanded, or otherwise disciplined except for just cause. Unless otherwise designated, the Director of the Library, or his/her designee, shall have the sole authority to determine what, if any disciplinary action shall be taken.
Just Cause/Progressive Discipline. No employee may be discharged, suspended
Just Cause/Progressive Discipline. No employee may be discharged, suspended 4 without pay, or disciplined in any way except for just cause, provided that other provisions in this 5 contract may modify this provision. Just cause shall be defined as cause which is based upon 6 reasonable grounds and must be a fair and honest cause or reason, regulated by good faith. In 7 addition, the County will employ the concept of progressive discipline in appropriate cases. The 8 County’s policy is that discipline is corrective, rather than punitive in nature. It is understood that 9 there may be egregious cases that result in discharge, disciplinary transfer or other disciplinary action 10 that do not require corrective action.
