Progressive Discipline and Just Cause Sample Clauses

Progressive Discipline and Just Cause. The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline an employee for just cause while applying progressive discipline. The Employer's Policies outline grounds for discipline or discharge, including immediate dismissal, provided such policies are not inconsistent with this Agreement. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure.
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Progressive Discipline and Just Cause. The Employer and Union agree that in correcting inappropriate employee conduct, the Employer shall employ a uniform progressive discipline system which shall, depending on the severity of the inappropriate conduct, include verbal counseling and warnings, written warnings, probation, suspensions and discharge. The Employer will evaluate the conduct of the Employee and the circumstances of the incident to determine what level of discipline is appropriate. No employee shall be disciplined or terminated except for just cause. The parties recognize that certain conduct is of such a serious nature that resort to a progressive discipline approach is inappropriate. The Employer may, therefore, omit any of the steps and proceed directly to discharge. Conduct falling in this category, depending on its severity, may include, but shall not be limited to, breach of client confidentiality; abusing, exploiting or neglecting clients; theft; intentionally damaging property of others; fighting; violation of Employer’s harassment or discrimination policies; fraud; falsification of documents; insubordination; possession, use or sale of alcohol or illegal drugs while on Employer-related business or property, or being under the influence of drugs or alcohol in said circumstances; failing to comply with driver’s license and insurance requirements set forth in Section 15.5 of this Agreement; failing to comply with client plan of care or willfully disregarding authorized client hours or knowingly entering into a financial or service agreement with an SLR client or client family member while engaged in SLR employment. Upon termination, an employee, upon request shall receive written notice from the Employer stating the cause of termination.
Sample 1Sample 2Sample 3See All (4)
Progressive Discipline and Just Cause. A nurse shall be disciplined and/or discharged only for just cause. A regular nurse who believes she/he has been disciplined or discharged without just cause shall be entitled to appeal the action through the Grievance Procedure herein. 9.2.1 The Hospital will use progressive discipline except for situations for 9.2.2 The Hospital will notify the Association of any termination within forty- eight (48) hours exclusive of weekends or holidays.
Sample 1
Progressive Discipline and Just Cause. 4.8.1 In all disciplinary cases the principle of progressive discipline shall be applied. When disciplined, the Teacher must be notified in writing stating the reason for the discipline, except in cases of verbal warnings. 4.8.2 The Board of Education or designated supervisor shall not suspend, terminate, or otherwise discipline non-probationary employees except for just cause. In applying this provision the Employer agrees that it shall, when appropriate, apply the principle of progressive discipline.
Sample 1
Progressive Discipline and Just Cause. Discipline and discharge shall be for just cause. A nurse disciplined or discharged shall be entitled to utilize the provisions of the grievance procedure herein, if the nurse believes that such discipline and/or discharge was not for just cause.‌ 8.2.1 The Employer will use progressive discipline when appropriate. Progressive discipline is defined as written warning, and/or second written warning and/or suspension without pay (optional), and/or discharge. 8.2.2 Except for situations for which immediate discharge is appropriate, a nurse may be discharged only after receiving two (2) written warnings, copies of which shall be acknowledged in writing by, and given to, the nurse. Except for discipline related to discriminatory harassment, assaultive behavior, and/or behavior which has placed patients at risk, upon the nurse’s written request, disciplinary notices/warnings shall be removed from a nurse’s record after eighteen (18) months from the date such performance concerns have been documented to have been resolved, provided the nurse has received no other discipline in the interim.
Sample 1Sample 2
Progressive Discipline and Just Cause. Discipline and discharge shall be for just cause. A regular status nurse disciplined or discharged shall be entitled to utilize the provisions of the grievance procedure herein, if the nurse believes that such discipline and/or discharge was not for just cause. 9.7.1 The Medical Center will use progressive discipline when appropriate. Progressive discipline is defined as: 1) First written warning (given to the nurse and a copy placed in the nurse' personnel file. 2) Second written warning (given to the nurse and a copy placed in the nurse's personnel file.
Sample 1
Progressive Discipline and Just Cause. The Employer shall have the right to discharge, suspend, or discipline any non-probationary employee for just cause and consistent to the principles of progressive discipline.
Sample 1
AutoNDA by SimpleDocs

Related to Progressive Discipline and Just Cause

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Successive Disabilities If, following a period of total disability with respect to which benefits are paid from this Plan, an employee returns to work for a continuous period of six (6) months or more, any subsequent total disability suffered by that employee, whether related to the preceding disability or not, shall be considered a new disability and the disabled employee shall be entitled to benefit payments after the completion of another waiting period. In the event the period during which such an employee has returned to work is less than six (6) months and the employee again suffers a total disability that is related to the preceding disability, the subsequent disability shall be deemed a continuation of the preceding disability, and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period. Should such an employee suffer a subsequent disability that is unrelated to the previous disability and provided the period during which the employee returned to work is longer than one (1) month, the subsequent disability shall be considered a new disability and the employee shall be entitled to benefit payments after the completion of another waiting period. If the period during which the employee returned to work is one (1) month or less, the subsequent disability shall be deemed a continuation of the preceding disability and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period.

  • 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.

  • Acceptance of Employment; Standard of Performance The Subadviser accepts its employment as a discretionary series adviser of the Designated Series and agrees to use its best professional judgment to make investment decisions for the Designated Series in accordance with the provisions of this Agreement and as set forth in Schedule D attached hereto and made a part hereof.

  • Root Cause Analysis Upon Vendor's failure to provide the Services in accordance with the applicable Service Levels (for any reason other than a Force Majeure Event) Vendor will promptly (a) perform a root-cause analysis to identify the cause of such failure, (b) provide Prudential with a report detailing the cause of, and procedure for correcting, such failure, (c) obtain Prudential's written approval of the proposed procedure for correcting such failure, (d) correct such failure in accordance with the approved procedure, (e) provide weekly (or more frequent, if appropriate) reports on the status of the correction efforts, and (f) provide Prudential with assurances satisfactory to Prudential that such failure has been corrected and will not recur.

  • Exclusive Employment During employment with the Company, Executive will not do anything to compete with the Company’s present or contemplated business, nor will he plan or organize any competitive business activity. Executive will not enter into any agreement which conflicts with his duties or obligations to the Company. Executive will not during his employment or within one (1) year after it ends, without the Company’s express written consent, directly or indirectly, solicit or encourage any employee, agent, independent contractor, supplier, customer, consultant or any other person or company to terminate or alter a relationship with the Company.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Contract Termination; Debarment A breach of the contract clauses in paragraph 1 through 10 of this section may be grounds for termination of the contract, and for debarment as a contractor and a subcontractor as provided in 29 CFR 5.12.

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

  • Contract Termination debarment. A breach of the contract clauses in 29 CFR 5.5 may be grounds for termination of the contract, and for debarment as a contractor and a subcontractor as provided in 29 CFR 5.12.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!