Common use of Just Cause Standards Clause in Contracts

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined based on the following questions: a) Did the City give the employee forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee's conduct?1 b) Was the City's rule or managerial order reasonably related to a) the orderly, efficient or safe operation of the City's business; and b) the performance the City might properly expect of the employee? c) Did the City, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management? d) Was the City's investigation conducted fairly and objectively? e) At the investigation, did the City obtain substantial and compelling evidence or proof that the employee was guilty as charged? f) Has the City applied its rules, orders and penalties evenhandedly and without discrimination to all employees? g) Was the degree of discipline administered by the City reasonably related to a) the seriousness of the employee's proven offense; and b) the record of the employee and his/her service with the City?

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined based on the following questions: a) Did the City give the employee forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee's conduct?1 b) Was the City's rule or managerial order reasonably related to a) the orderly, efficient or safe operation of the City's business; and b) the performance the City might properly expect of the employee? c) Did the City, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management? d) Was the City's investigation conducted fairly and objectively? e) At the investigation, did the City obtain substantial and compelling evidence or proof that the employee was guilty as charged? f) Has the City applied its rules, orders and penalties evenhandedly and without discrimination to all employees? g) Was the degree of discipline administered by the City reasonably related to a) the seriousness of the employee's proven offense; and b) the record of the employee and his/her service with the City?? 1 The parties agree that there are some offenses that are so egregious that forewarning of consequences is not necessary.

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined based on the following questions: a) Did the City give the employee forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee's conduct?1 b) Was the City's rule or managerial order reasonably related to a) the orderly, efficient or safe operation of the City's business; and b) the performance the City might properly expect of the employee? c) Did the City, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management? d) Was the City's investigation conducted fairly and objectively? e) At the investigation, did the City obtain substantial and compelling evidence or proof that the employee was guilty as charged?? 1 The parties agree that there are some offenses that are so egregious that forewarning of consequences is not necessary. f) Has the City applied its rules, orders and penalties evenhandedly and without discrimination to all employees? g) Was the degree of discipline administered by the City reasonably related to a) the seriousness of the employee's proven offense; and b) the record of the employee and his/her service with the City?