Discipline for Cause. A. The Employer shall have the right to discipline any Deck Officer for cause, which shall be detailed and communicated in writing to both the Union and the Deck Officer involved.
B. Discipline includes oral reprimands, written reprimands, reductions in pay, suspensions, demotions and discharges.
C. Negligence in navigational and/or ship handling responsibilities, which results in property damage or injury to vessel personnel and/or passengers, shall be deemed “just cause” for discipline.
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.
Discipline for Cause. No Bargaining Unit member shall be reprimanded, suspended, reduced in pay, or removed, except for just cause. The University may take disciplinary action for conduct occurring while a Bargaining Unit member is on duty; working under color of employment for the University; or is off-duty representing themselves as an Employee of the University or while engaged in conduct that might affect the ability to perform their duties as Employees. Bargaining Unit members may not be disciplined for actions on their own personal time that do not reflect directly on the University, or do not violate any state or federal statutory provisions unless such actions bring the University into disrepute.
Discipline for Cause. 23 Once probation is successfully completed, an employee may only be disciplined 24 for just cause. Probationary employees are considered at-will and may be non- 25 confirmed for any reason. Probationary employees are not entitled to disciplinary 26 procedures provided for in this Agreement. Probationary employees are not 27 entitled to grieve their non-confirmation.
Discipline for Cause. 1. No bargaining unit member shall be reduced in pay or position, suspended, removed or reprimanded except for just cause. Discipline will be issued by the Employer within thirty (30) calendar days of the date the Employer becomes aware of the allegation giving rise to the discipline. The parties may agree to extend the thirty-day timeline.
2. Discipline will normally be applied in a progressive manner. Progressive discipline shall take into account the nature of the violation, the employee’s record of discipline, the employee’s record of performance and conduct, and the nature of the infraction.
3. The level of discipline shall be equal with the infraction up to and including removal. The Employer may place an employee on administrative leave with pay while investigating a disciplinary matter.
4. The Employer agrees that all disciplinary procedures will be carried out in private and in a business-like manner.
Discipline for Cause. No member shall be reduced in pay, suspended, discharged or otherwise disciplined except for just cause. This Section does not apply to members while in their probationary period.
Discipline for Cause. No bargaining unit member shall be reduced in pay and/or position, suspended, or removed, except for just cause.
Discipline for Cause. In the event Coach engages in conduct constituting Cause, ICAA may, in lieu of terminating Coach’s employment, impose discipline short of termination including, but not limited to, written reprimand or suspension. ICAA is not required to engage in progressive discipline. ICAA’s selection to engage in discipline, rather than termination, shall in no way restrict ICAA’s ability to terminate Coach’s employment for subsequent misconduct constituting Cause. Notwithstanding the foregoing, nothing shall prohibit and/or prevent ICAA from disciplining Coach for reasons other than would constitute Cause.
Discipline for Cause. No bargaining unit employee, who has successfully completed his probationary period, shall be disciplined without cause. Cause may include, but is not limited to, the violation of City/Departmental/Divisional rules and regulations, incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment, neglect of duty, absence without leave, any conduct unbecoming an employee, any acts of misfeasance, malfeasance, or nonfeasance, or any off-duty illegal conduct/behavior where there is a reasonable nexus to the individual's employment with the City.
Discipline for Cause. No bargaining unit member shall be reduced in pay or position, suspended, removed or reprimanded except for just cause. There will be no disciplinary re-assignment except that the member who has sexually harassed someone or who has created a hostile work environment may, separately or in addition to other disciplinary action, be transferred by the Sheriff. A member who is subject to termination for just cause may elect, with the Sheriff's approval, to be re-assigned to a position which was not bid on or requested by another member. The member shall maintain the right to the grievance procedure if the member contests just cause for such actions. Discipline will be similar in nature when the offense is of the same or similar nature and severity. No member shall be subjected to disparate disciplinary treatment, as defined in Article 3.
