Common use of SEVERANCE OF EMPLOYMENT Clause in Contracts

SEVERANCE OF EMPLOYMENT. 12.1 No employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal 12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior to such disciplinary action being imposed. Employees, upon request, shall have the right to have a representative of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have the right to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 shall not be covered by this Section. 12.3 Discipline, to be considered valid, shall be issued in writing within ten (10) working days after the occurrence, or knowledge of the occurrence, of the violation claimed by the Employer within such notice of discipline. Notices of discipline shall be faxed to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length of the extension. 12.3.1 Written reprimands shall be removed from the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.4 If the Employer has reason to reprimand an employee, it shall be done in a manner that shall not embarrass the employee before other employees or the public.

SEVERANCE OF EMPLOYMENT. 12.1 No ‌ 16.1 Except in case of serious infraction, the Employer agrees to give each employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal 12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior weeks notice of its intent to such terminate. Each employee shall give the Employer at least two (2) weeks notice of his/her intention to quit. The two (2) weeks notice may be waived by mutual agreement. 16.2 The Employer agrees to follow a policy of progressive discipline with termination as a final and last resort. The District policy for progressive discipline may include the following: Verbal Warning Written Warning‌‌ Suspension and/or Probation Discharge 16.3 No employee may be discharged, disciplined or suspended except for just cause. This Article shall not apply to probationary employees and they do not have the grievance procedure available to them in the termination process while they are in their probation period. 16.4 The Union shall promptly be notified by the Employer of any disciplinary action being imposedactions of any employee. Employees, upon request, shall The employee may have the right to have a representative at meetings pertaining to disciplinary actions involving written reprimand(s), suspension, termination, or probation. Further, in the event a disciplinary action is to be taken, the employee shall be advised of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have representation under this provision of the right Agreement prior to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 shall not be covered by this Sectionaction being taken. 12.3 Discipline16.5 Just cause for immediate suspension or discharge shall include, but is not limited to: gross insubordination; proven dishonesty; intoxication or substance abuse related to employment; immorality; excessive chargeable accidents, or a single chargeable severe accident; an employment related incident involving a violation of the law concerning firearms, weapons and other dangerous instruments; reckless or unauthorized use of District vehicles; or other types of conduct of a parallel magnitude. The District shall notify the Union and the employee in writing within five (5) working days of the date of the violation and the reasons for any disciplinary action. 16.6 Employees whose services are unsatisfactory may be placed on probation. Such probationary status shall be for specific reasons, recorded and made available to the employee. Written criteria for improvement and their reasonable time lines, will be reviewed with and given to the employee. Periodic meetings will be held by the Supervisor (or appropriate Director) to review the probationary progress. 16.7 Any complaint to be considered valid, shall used against the employee must be issued in writing shared with the employee and the Union within ten (10) working days after the occurrence, or knowledge of the occurrence, of Employer receiving the violation complaint claimed by the Employer within such notice of disciplineDistrict. Notices of discipline shall be faxed Complaints not brought to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length attention of the extension. 12.3.1 Written reprimands employee shall not be removed from used as the basis for disciplinary action against the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.4 If the Employer has reason to reprimand an employee, it shall be done in a manner that shall not embarrass the employee before other employees or the public.

SEVERANCE OF EMPLOYMENT. ‌ 12.1 No employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal 12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior to such disciplinary action being imposed. Employees, upon request, shall have the right to have a representative of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have the right to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 shall not be covered by this Section. 12.3 Discipline, to be considered valid, shall be issued in writing within ten (10) working days after the occurrence, or knowledge of the occurrence, of the violation claimed by the Employer within such notice of discipline. Notices of discipline shall be faxed to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length of the extension. 12.3.1 Written reprimands shall be removed from the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.4 If the Employer has reason to reprimand an employee, it shall be done in a manner that shall not embarrass the employee before other employees or the public.

SEVERANCE OF EMPLOYMENT. 12.1 No 16.1 Except in case of serious infraction, the Employer agrees to give each employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal 12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior weeks notice of its intent to such terminate. Each employee shall give the Employer at least two (2) weeks notice of his/her intention to quit. The two (2) weeks notice may be waived by mutual agreement. 16.2 The Employer agrees to follow a policy of progressive discipline with termination as a final and last resort. The District policy for progressive discipline may include the following: Verbal Warning Written Warning Suspension and/or Probation Discharge 16.3 No employee may be discharged, disciplined or suspended except for just cause. This Article shall not apply to probationary employees and they do not have the grievance procedure available to them in the termination process while they are in their probation period. 16.4 The Union shall promptly be notified by the Employer of any disciplinary action being imposedactions of any employee. Employees, upon request, shall The employee may have the right to have a representative at meetings pertaining to disciplinary actions involving written reprimand(s), suspension, termination, or probation. Further, in the event a disciplinary action is to be taken, the employee shall be advised of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have representation under this provision of the right Agreement prior to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 shall not be covered by this Sectionaction being taken. 12.3 Discipline16.5 Just cause for immediate suspension or discharge shall include, but is not limited to: gross insubordination; proven dishonesty; intoxication or substance abuse related to employment; immorality; excessive chargeable accidents, or a single chargeable severe accident; an employment related incident involving a violation of the law concerning firearms, weapons and other dangerous instruments; reckless or unauthorized use of District vehicles; or other types of conduct of a parallel magnitude. The District shall notify the Union and the employee in writing within five (5) working days of the date of the violation and the reasons for any disciplinary action. 16.6 Employees whose services are unsatisfactory may be placed on probation. Such probationary status shall be for specific reasons, recorded and made available to the employee. Written criteria for improvement and their reasonable time lines, will be reviewed with and given to the employee. Periodic meetings will be held by the Supervisor (or appropriate Director) to review the probationary progress. 16.7 Any complaint to be considered valid, shall used against the employee must be issued in writing shared with the employee and the Union within ten (10) working days after the occurrence, or knowledge of the occurrence, of Employer receiving the violation complaint claimed by the Employer within such notice of disciplineDistrict. Notices of discipline shall be faxed Complaints not brought to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length attention of the extension. 12.3.1 Written reprimands employee shall not be removed from used as the basis for disciplinary action against the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.4 If the Employer has reason to reprimand an employee, it shall be done in a manner that shall not embarrass the employee before other employees or the public.

SEVERANCE OF EMPLOYMENT. 12.1 No employee shall be disciplined except for just and sufficient cause. Discipline shall be corrective rather than punitive and shall, except for serious offenses, follow a line of progression. Verbal warning (documented, dated and signed by both parties) Written reprimand One (1) day suspension without pay Three (3) day suspension without pay Dismissal 12.2 Specific grounds forming the basis for disciplinary action shall be made available to the employee and the Union in writing at least two (2) working days prior to such disciplinary action being imposed. Employees, upon request, shall have the right to have a representative of the Union present when being disciplined by any member of the Administration. Employees have the right to face their accuser(s). Employees have the right to cross-examine witnesses during the grievance process. Employees on probation pursuant to Section 4.1 4.1, shall not be covered by this Section. 12.3 Discipline, to be considered valid, shall be issued in writing within ten (10) working days after the occurrence, or knowledge of the occurrence, of the violation claimed by the Employer within such notice of discipline. Notices of discipline shall be faxed to the Union within two (2) working days of issuance. The Employer has the right to extend the ten (10) working day period for further investigation of serious matters which are likely to lead to suspension or discharge. For verbal and written reprimands, the Employer has the right to extend the ten (10) work day period for the limited purpose of interviewing non available persons directly involved with the allegation. The Union shall be notified in writing, which shall include the reason and length of the extension. 12.3.1 Written reprimands shall be removed from the employee’s personnel file twelve (12) months following receipt of the reprimand; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.3.2 Record of an employee’s suspension shall be removed from the employee’s personnel file twenty-four (24) months following receipt of the suspension; provided there has not been a reoccurrence of behavior that is the same or similar to that which generated the letter. In accordance with WAC 181-88 and RCW 28A.400.301, no information related to substantiated verbal and physical abuse or sexual misconduct may be removed from any personnel file. 12.4 If the Employer has reason to reprimand an employee, it shall be done in a manner that shall not embarrass the employee before other employees or the public.