Post-Probationary Discipline Sample Clauses

Post-Probationary Discipline. Section 1. No employee will be disciplined except for just cause. Section 2. An employee called to a disciplinary conference shall be offered a Union representative to be present at said conference. A disciplinary conference is one which the Employer’s representative indicates the offense could result in discipline. Counseling sessions relating to professional performance which may result in anecdotal notes are not disciplinary conferences, if such anecdotal notes are not disciplinary in nature. Section 3. The Employer has established a system of progressive corrective action measures that include: a.) verbal warning (in writing); b.) written warning;
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Post-Probationary Discipline. After the probationary period, the Employer shall have the right to suspend, discharge, demote or otherwise discipline Registered Nurses for just cause. The Employer will notify the Union in writing when a Registered Nurse not covered by Section 2 is discharged.
Sample 1
Post-Probationary Discipline. Except as stated in paragraph 4.07, an employee will be demoted, suspended, otherwise disciplined, or discharged only for just cause. The term "just cause" shall be deemed to include, but shall not be limited to, an infraction of any of the rules and regulations of the Hospital Center. If an employee feels aggrieved by any order to perform a certain task, the employee shall perform the task and then submit the protest as a grievance. The procedures set forth in Article 14 apply to post probationary discipline. Prompt notice of any disciplinary conferences shall be given to the employee. The Employer will provide the reason for the meeting when notifying the employee of the need for a disciplinary conference, or “fact finding” meeting. The Hospital Center will apprise employees of their right to Association representation before conducting a disciplinary conference. If an employee wishes to be represented by the Association in this regard, the Hospital Center will provide a reasonable opportunity for the employee to meet with the representative prior to a disciplinary conference. Whenever possible, the disciplinary meeting and/or fact finding shall be scheduled at a reasonable time during the employees’ regular work hours. Whenever possible, employees shall not be contacted while off duty for purposes of this paragraph. Any conference notes or verbal warnings relating to a matter which has not recurred within a one (1) year period shall be removed from the employee's file. Conference notes are not disciplinary.
Sample 1
Post-Probationary Discipline. Section 1. No employee will be disciplined except for just cause. Section 2. The purpose of this system of progressive corrective action is to assist employees to correct inappropriate work behavior and/or work related performance. It is meant to aid in the development of professional work behaviors and improved “work related performance”, rather than be a solely punitive system. In all cases (other than serious misconduct) where a corrective process is anticipated, counseling shall be used as a preliminary approach where possible and appropriate. The employee will be provided a copy of all disciplinary actions. Section 3. An employee called to a disciplinary conference shall be offered a Union representative to be present at said conference. A disciplinary conference is one which the Employer’s representative indicates the offense could result in discipline. Counseling sessions relating to professional performance which may result in anecdotal notes are not disciplinary conferences, if such anecdotal notes are not disciplinary in nature. Section 4. The Employer has established a system of progressive corrective action measures that include: a.) verbal warning (in writing); b.) written warning;
Sample 1
Post-Probationary Discipline. Section 1. No employee will be disciplined except for just cause. Section 2. The purpose of this system of progressive corrective action is to assist employees to correct inappropriate work behavior and/or work related performance. It is meant to aid in the development of professional work behaviors and improved “work related performance”, rather than be a solely punitive system. In all cases (other than serious misconduct) where a corrective process is anticipated, counseling shall be used as a preliminary approach where possible and appropriate. The employee will be provided a copy of all disciplinary actions. Section 3. An employee called to a disciplinary conference shall be offered a Union representative to be present at said conference. A disciplinary conference is one which the Employer’s representative indicates the offense could result in discipline. Counseling sessions relating to professional performance which may result in anecdotal notes are not disciplinary conferences, if such anecdotal notes are not disciplinary in nature. Section 4. The Employer has established a system of progressive corrective action measures that include: a.) verbal warning (in writing); b.) written warning; c.) final written warning; d.) discharge. Section 5. It is understood that any of the above steps in progressive corrective action should be reviewed and may be repeated rather than progressing to the next step depending on the seriousness of the offense, the repetitive nature of the offense, and time lapse between offenses. In cases of serious misconduct the Employer may advance the level of corrective action in proportion to the seriousness of the offense. Section 6. The documentation of current corrective action measures shall remain active for a period of six (6) months from the date the discipline is imposed for verbal warnings, twelve (12) months from the date the discipline is imposed for written warnings and eighteen (18) months for final written warnings from the date the discipline is imposed after which time provided the behavior/performance in question does not recur such discipline shall expire for purposes of progressive discipline. The time periods listed shall refer to actual time worked. Section 7. In a case involving discharge or final written warning, the Employer will notify the Union, in writing, within two (2) working days after its action. Failure to timely provide said notice will not be a basis for vacating the discipline imposed, but will e...
Sample 1
Post-Probationary Discipline. After the probationary period, the Employer shall have the right to suspend, discharge, demote or otherwise discipline an Employee for just cause. The Employer will notify the Union in writing when an Employee not covered by Section 2.3 is discharged.
Sample 1
Post-Probationary Discipline. Except as stated in Section 3.06 Probationary Period, employees will be demoted, suspended, otherwise disciplined or discharged only for just cause, and the Employer will promptly notify the Association in writing of each such action not covered by Section 3.06 Probationary Period and the reason for it.
Sample 1
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Related to Post-Probationary Discipline

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • 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.

  • Probationary Teachers Probationary teachers' order of reduction shall be according to program needs.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Probationary Employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be given to the Union. A probationary employee who has been discharged for failing to meet the standards shall be advised in writing by the Department Supervisor or Manager, the reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period has been completed, at which time seniority shall be back dated to the commencement of the probationary period. (b) Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be terminated. In such event the provisions of Article 17 of this Agreement shall not be applicable to the termination of the probationary employee. 10.04 Except as provided in Clause 10.03(b) the provisions of Article 17 shall be applicable to an employee during her probationary period. 10.05 Employees will not be able to bid within the same classification during their six (6) month probationary period. Should an employee be awarded a vacancy in a different classification during this probationary period, she may carry a maximum of three (3) months service credit toward the probationary period in the new classification. 10.06 The Company and the Union agree that the preparation and discussion of written progress reports during an employee's probationary period is essential. 10.07 New employees will only become eligible for benefits upon the successful completion of their probationary period and after having completed six (6) complete months of service.

  • Probationary This category describes persons taken on strength on a probationary basis with the prospect, if their services are found satisfactory, of a change of category to Regular full-time or Regular part-time (Section 1.2, following).

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Nondiscrimination in Employment Consultant shall not discriminate against any employee or applicant for employment on any basis prohibited by law. Contractor shall provide equal opportunity in all employment practices. Consultants shall ensure that their subcontractors comply with this program. Nothing in this Section shall be interpreted to hold a Consultant liable for any discriminatory practice of its subcontractors.

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