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: Step One: The Student Worker receives an oral warning. The oral warning shall be documented, with notice provided to the Student Worker. 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. The Employer shall not discipline or discharge any seniority employee without just cause and such action shall be subject to the grievance procedure. Except as stated below, the Employer agrees to engage in progressive discipline, up to and including termination. Toward this end, disciplinary actions will be taken progressively in the order listed below. However, it is recognized that based on the nature of the conduct, progressive discipline may not be appropriate in every case, and the Employer reserves the right to act based on the individual circumstances of each situation. ♦ Oral Reprimand is a verbal notice to an employee that his/her behavior or performance must be improved or corrected. The oral reprimand will also define the improvement or corrective action required and inform the employee that failure to comply with the oral warning will result in more serious action. The Employer shall record the date and subject of the oral reprimand and shall place a confirmation of oral reprimand in the employee’s personnel file. ♦ Written Reprimand is a written notice to an employee that his/her behavior or performance must be improved or corrected. Such notice shall contain a statement of the cause for the action, improvement or corrective action required of the employee, time frames for such action and possible results of the employee’s failure to comply. Written reprimands shall be placed in the employee’s personnel file. ♦ Suspension is the temporary removal of an employee from duty, with or without pay. The Employer may suspend an employee pending investigation. Suspension shall also be used when other means have been tried without success and it is believed that suspension will bring about the required improvement in the employee’s behavior or performance, or when the situation is sufficiently serious to warrant such action. ♦ Involuntary termination is the removal of an employee from the employ of the Township.
Just Cause/Progressive Discipline. No regular employee may be disciplined 6 except for just cause. Warnings and counselings whether given orally or in writing are not 7 considered discipline. Discipline is defined as a written reprimand, suspension, demotion, reduction 8 or withholding of a pay increase, involuntary transfer, and termination. In addition, the County will 9 employ the concept of progressive discipline. In those instances where disciplinary action is based 10 on reasonable evidence of the commission of a crime, or the proposed discipline involves suspension 11 or termination of the employee, Step 3 of the Grievance Procedure will be initiated immediately, and 12 the department director or designee shall convene the meeting within ten (10) working days of the 13 date the employee is accused of the violation or is relieved of duty.
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.
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. 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. No employee may be discharged, suspended 6 without pay, or disciplined in any way except for just cause. Just cause shall be defined as cause 7 which is based upon reasonable grounds and must be a fair and honest cause or reason, regulated by 8 good faith. In addition, the County will employ the concept of progressive discipline in appropriate 9 cases. The County’s policy is that discipline is corrective, rather than punitive in nature. It is 10 understood that there may be egregious cases that may result in discharge, disciplinary transfer, or 11 other disciplinary action, that do not require corrective action. 12 Written reprimands may not be used for purposes of progressive discipline once three (3) 13 years have passed from the date the reprimand was issued, and the employer has documented no 14 similar problems with the employee during this three (3) year time period. In those instances where 15 disciplinary action is based on reasonable evidence of the commission of a crime, or the proposed 16 discipline involves suspension or termination of the employee the grievance procedure will begin at 17 Step 3, unless Step 3 is waived by mutual agreement of parties, in which case the procedure will 18 begin at the next appropriate step.
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.
