Common use of Top Workplace Performance Clause in Contracts

Top Workplace Performance. a. Should any person referred for employment be terminated for cause, his or her referral privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-four (24) month period, his or her referral privileges shall be suspended indefinitely. b. A termination shall not be considered as "for cause" for purpose of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M Committee and/or an arbitrator shall be final and binding. c. The provisions in Sub-sections (a) and (b) notwithstanding, the L/M Committee may, upon written request of the applicant, vacate or reduce the period of suspension should the Committee determine, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.

Top Workplace Performance. a. Should any person referred for employment be terminated for cause, his or her referral referral, privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-four (24) month period, his or her referral privileges shall be suspended indefinitely. b. . A termination shall not be considered as "“for cause" ” for purpose purposes of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M Committee and/or an arbitrator JLMC shall be final and binding. c. . The provisions in Sub-sections subsections (a) and (b) notwithstanding, a Termination Review Committee, composed of the L/M Committee members of the JLMC may, upon written request of the applicant, vacate or reduce the period of suspension should the Committee determine, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.

Top Workplace Performance. a. 13.12.1 Should any person referred for employment be terminated for cause, his or her their referral privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her their hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-four (24) month period, his or her their referral privileges shall be suspended indefinitely. b. 13.12.2 A termination shall not be considered as "for cause" for purpose of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her their termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M Committee and/or an arbitrator shall be final and binding. c. 13.12.3 The provisions in Sub-sections (a) and (b) notwithstanding, the L/M Committee may, upon written request of the applicant, vacate or reduce the period of suspension should the Committee determine, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.

Top Workplace Performance. a. (a) Should any person referred for employment be terminated for cause, his or her referral privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-four (24) month period, his or her referral privileges shall be suspended indefinitely. b. (b) A termination shall not be considered as "“for cause" ” for purpose purposes of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M District Council Joint Industry Committee and/or an arbitrator shall be final and binding. c. (c) The provisions in Sub-sections the subsections (a) and (b) notwithstanding, notwithstanding the L/M Joint Industry Committee may, upon written request of the applicant, vacate or reduce the period of suspension should the Committee determine, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.

Top Workplace Performance. a. (a) Should any person referred for employment be terminated for cause, his or her referral privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-four (24) month period, his or her referral privileges shall be suspended indefinitely. b. (b) A termination shall not be considered as "“for cause" ” for purpose of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M Committee District Council Joint Trade Board and/or an arbitrator shall be final and binding. c. (c) The provisions in Sub-sections subsections (a) and (b) notwithstanding, the L/M Committee maya Termination Review Committee, upon written request composed of the applicantmembers of the District Council Joint Trade Board [or, vacate or reduce the period of suspension should the Committee determinealternatively, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.if there is

Top Workplace Performance. a. Should any person referred for employment be terminated for cause, his or her referral privileges shall be suspended for two weeks. Should the same individual be terminated for cause a second time within a twenty-four (24) month period, his or her hiring hall referral privileges shall be suspended for two months. Should the same individual be terminated for cause a third time within a twenty-twenty- four (24) month period, his or her referral privileges shall be suspended indefinitely. b. A termination shall not be considered as "for cause" for purpose of this provision if the person referred for employment has filed a grievance challenging the propriety of his or her termination, unless and until the grievance is resolved in a manner that affirms the termination for cause. For the purpose of this provision, a decision of the L/M Committee and/or an arbitrator shall be final and binding. c. The provisions in Sub-sections (a) and (b) notwithstanding, the L/M Committee may, upon written request of the applicant, vacate or reduce the period of suspension should the Committee determine, following inquiry or investigation, in its sole and complete discretion, that equity requires such action.