PROGRESSIVE DISCIPLINE/JUST CAUSE Sample Clauses

PROGRESSIVE DISCIPLINE/JUST CAUSE. After the completion of twelve
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PROGRESSIVE DISCIPLINE/JUST CAUSE. No employee shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system to include, (1) verbal counseling, (2) written warnings, (3) performance improvement period. A definitive period during which a performance improvement plan is developed, implemented and evaluated, (4) suspensions up to and including termination. The Employer shall provide employees with notice of observed misconduct or poor performance so that the employee may take corrective action; however, certain types of conduct are considered to be so serious that immediate termination may be warranted. The level of discipline imposed is based on the act that led to discipline. The Employer will evaluate the employee’s conduct and circumstances of the incident to determine the appropriate level of discipline. The principles of just cause and due process through the grievance procedure apply at all levels of discipline. Upon termination, an employee, upon written request, shall receive written notice from the Employer or Employer's agents stating the true cause of termination.
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PROGRESSIVE DISCIPLINE/JUST CAUSE. Supervisors will provide feedback including positive and constructive feedback directly to employees they supervise on an ongoing basis. The feedback will include regular check-ins, followed by a written summary of feedback and action items.
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PROGRESSIVE DISCIPLINE/JUST CAUSE. No employee shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system which shall include verbal counseling, written warnings, probation and/or suspensions up to and including termination. These are suggested procedures and will vary depending on the nature and severity of the incident. The level of discipline imposed is based on the act that led to discipline. The principles of just cause apply at all levels of discipline. The employee may request union representation to be present in an investigatory meeting per Section 4.6. Upon termination, an employee, upon written request, shall receive written notice from the Employer or Employer's agents stating the cause of termination.
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PROGRESSIVE DISCIPLINE/JUST CAUSE. No teacher shall be disciplined or terminated except for good and just cause.
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PROGRESSIVE DISCIPLINE/JUST CAUSE. No employee covered by this Agreement who has successfully completed their Probationary Period shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system which shall include documented verbal warning, written warning, final written warning, probation and/or suspensions up to and including termination. However, maintenance of a progressive discipline system shall not preclude the Employer from imposing the level of discipline necessary to address the relative severity of the misconduct. In accordance with Section 5.3, the Employer may consider records of prior discipline when assessing the appropriate level of discipline in any matter; however, the Employer may not do so arbitrarily or capriciously. Further, the principles of just cause apply at all levels of discipline. The employee may request union representation to be present in an investigatory or disciplinary meetings per Section 5.5. Upon termination, an employee shall receive written notice from the Employer or Employer's agents stating the cause of termination.
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Related to PROGRESSIVE DISCIPLINE/JUST CAUSE

  • Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • 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.

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • Formal Discipline Continued unsatisfactory behaviors, or committing offenses of such serious nature that requires immediate expulsion from work, are subject to the formal discipline process. Formal discipline may consist of any one or combination of the following:

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

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