Termination and Disciplinary Action. 3.2.1 The District agrees to give each employee who has been on the payroll more than ninety (90) days at least two (2) weeks’ notice of intended layoff, and each employee shall give the District at least two (2) weeks’ notice of his/her intention to quit. Failure of the employee to give such notice shall not constitute a breach of contract by the union.
Termination and Disciplinary Action. The City shall not discharge or suspend any non-probationary employee except for just cause. The City agrees with the tenets of corrective discipline progressively applied and hereby declares intent to utilize written reprimands when possible and appropriate prior to the use of suspension or discharge. The intention to utilize corrective written reprimands in lieu of suspension or discharge shall not apply to an offense which indicates some significant shortcoming which renders the employee’s continuance in his position detrimental to the City, or to an offense for which the employee has been suspended within the preceding twelve months, (or where an employee has been warned and not suspended in the preceding twelve months), or to offenses such as dishonesty, gross insubordination, gross negligence, and/or creation of serious (as defined by OSHA) safety hazard. For discipline that may lead to a suspension, prior to notifying the employee of the contemplated measure of discipline to be imposed, the City shall meet with the employee involved and inform him of the reason why disciplinary action is being contemplated. Employees shall be informed of their right to Union representation and shall be entitled to such, if so requested by the employee. The employee and the Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline or explain why disciplinary action is not justified. Reasonable extensions of time for rebuttal purposes will be allowed when requested. For discipline other than oral or written reprimands, the City shall notify the Union Business Representative of such meetings; such notification shall be in writing and reflect the specific nature of the offense and the date and time of the meeting. Human Resources will make every attempt to provide the Union Business Representative with the facts needed to properly represent the Employee at a Pre- Disciplinary meeting while maintaining confidentiality of the information shared. Employee shall be given no less than 24 hours’ notice of a pre-disciplinary meeting. The City will not retaliate in any way, shape, or form against employees who file a grievance. Coachings are not to be considered as discipline, and the purpose of coachings are to encourage corrective action and improvement in the workplace. Disciplinary actions, except for letters regarding Violence in the Workplace, Sexual Harassment, Drug/Alcohol Violations and Theft, shall be purged from all rec...
Termination and Disciplinary Action. 7.1 The Employer shall not discharge or suspend any employee except for just cause. The Employer, agreeing with the tenets of corrective discipline progressively applied, hereby declares an intent to utilize written reprimands whenever possible and appropriate prior to use of suspension or discharge. The requirement to utilize corrective written reprimands shall not be held to apply to an offense which indicate some significant shortcoming which renders the employee's continuance in his position in some way detrimental to the Employer or his specific employing agency.
Termination and Disciplinary Action. The Employer shall have the right to discharge any non-probationary employee at any time for a justifiable cause, such as incompetence, repeated safety violations, insubordination, dishonesty, intoxication, or the use of controlled substances and a probationary employee for any reason at all. The Union xxxxxxx shall be notified in advance of investigatory meetings that may result in discipline. Coachings are not considered discipline. Any delay in notification shall not impact the employer’s right to issue discipline. In the event any employee is discharged or discriminated against, such employee found to have been unjustly discharged shall be reinstated to his job, with seniority rights, and he shall be compensated at his regular rate of wages for all time. An employee may be discharged for minor violations or given time off for minor violations if prior verbal and written warnings have been issued. Parties agree that should an employee receive a written reprimand or an oral reprimand that has been reduced to writing, and filed in the employee’s personnel file, and should the employee not receive any further written reprimands or oral reprimands of the same nature, for a period of 12 consecutive months, then, upon the employee’s written request, his personnel file shall be purged of the previous written reprimand or oral reprimand. Provided, however, that any such discipline pertaining to harassment, workplace violence or threats, theft, or misappropriation of property shall not be subject to purge from the employee’s personnel file. Also provided that, to the extent the employee offers personnel documents, including but not limited to commendations or evaluations, older than 12 months in any forum, then the Employer may offer evidence of reprimands older than 12 months in order to provide a balanced picture of the employee’s prior performance.
Termination and Disciplinary Action
