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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
