Section 11.1.1. 41 As a general rule, the District will follow a progressive discipline procedure. This procedure 42 normally involves a verbal warning followed by a written reprimand, suspension without pay 43 and discharge. However, the district is not bound by a progressive discipline formula in cases 44 of serious offenses. Some offenses, such as stealing or using drugs or alcohol on the job, are 45 regarded as so serious that no specific warning or prior disciplinary action need precede 46 discharge. Employees are presumed to know that such serious offenses may lead directly to 47 discharge.
Section 11.1.1. 46 The Association shall be notified by the District of written disciplinary action(s) against an 47 employee.
Section 11.1.1. 15 In the event a formal investigatory interview will be conducted, the District will provide 17 employee and the Association President. 18 19 Disciplinary meetings will be held at a separate time. Twenty-four (24) hour written notice will 20 be given to the employee and the Association President prior to the disciplinary meeting.
Section 11.1.1. 45 The District shall follow a progressive discipline procedure. However, any disciplinary action 46 taken against an employee shall be appropriate to the behavior which precipitated the action.
Section 11.1.1. 15 Discharge of an employee for just cause may be immediate.
Section 11.1.1. 16 Employees who change job classifications within the bargaining unit shall retain their hire dates in the 17 previous classification for a period of one (1) year, notwithstanding that they have acquired a new hire 18 date and a new classification.
Section 11.1.1. 12 Disciplinary actions by the District will follow a policy of progressive discipline unless the 13 severity or nature of the employee's behavior warrants more serious and immediate actions.
Section 11.1.1. 20 Abuse of sick leave will result in disciplinary action (Cross reference, Article IX: Section 9.1.).
Section 11.1.1. 37 If the District has reason to reprimand an employee, it shall be done in a manner which will not 38 embarrass the employee before other employees or the public. Any meeting that may result in 39 disciplinary action by the District; the District must inform the employee that they may have 40 representation by another union employee and/or the Field Representative. 41
