Common use of Just Cause Standards Clause in Contracts

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined in accordance with controlling arbitral precedent which include and are not limited to: A. The employee shall have some warning of the consequences of their conduct, unless the conduct is of such nature that no prior warning is necessary in the eyes of a reasonable person. B. If a rule or order is the subject of the alleged misconduct, it must be reasonable and applied evenhandedly, if appropriate. C. The County must conduct a reasonable investigation. D. It must be determined, by a preponderance of evidence, that the employee is guilty of the alleged misconduct or act. E. The discipline must be appropriate based on the severity of the misconduct or the actual or likely impact the misconduct has or would have on the County’s operation and other relevant factors. F. The employee’s past employment record shall be considered.

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined in accordance with controlling arbitral precedent which include and are not limited tothe following guidelines: A. The employee shall have some warning of the consequences of their conduct, unless the conduct is of such a nature that no prior warning is necessary in the eyes of a reasonable person. B. If a rule or order is the subject of the alleged misconduct, it must be reasonable and applied evenhandedly, if appropriatewith variations allowed based on the actual situations of the alleged misconduct. C. The County City must conduct a reasonable investigation. D. It must be determined, by a preponderance of evidence, determined that the employee is guilty of has engaged in the alleged misconduct or act. E. The discipline must be appropriate and applied in an evenhanded manner based on the severity of the misconduct or the actual or likely impact the misconduct has or would have on the County’s operation and other relevant factorsemployer's operations. F. The employee’s 's past employment record record, that has been documented, shall be considered, if appropriate, based on the severity of the act.

Just Cause Standards. For the purpose of this Agreement, just cause shall be determined in accordance with controlling arbitral precedent which include and are not limited toprecedent. The following guidelines may be applied as appropriate: A. The employee shall have some warning of the consequences of their conduct, unless the conduct is of such a nature that no prior warning is necessary in the eyes of a reasonable person. B. If a rule or order is the subject of the alleged misconduct, it must be reasonable and applied evenhandedly, if appropriate. C. The County must conduct a reasonable investigation. D. It must be determined, by a preponderance of evidence, that the employee is guilty of the alleged misconduct or act. E. The discipline must be appropriate based on the severity of the misconduct or the actual or likely potential impact the misconduct has or would have on the County’s operation operation, and other relevant factors. F. The employee’s past employment record shall be considered.