DISCIPLINE PROCEDURES. The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.
DISCIPLINE PROCEDURES. The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.
13.02.1 The President or the Vice-President (Academic and Research) shall initiate the procedure by notifying the Employee in writing with a copy to the Union to meet to discuss the matter. The letter shall provide to the Employee the facts upon which the Employer will rely in any possible subsequent disciplinary action. The President or Vice-President (Academic and Research) and the Employee may each have an advisor present, and the Union shall send a representative. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned.
13.02.2 If no satisfactory solution is reached at the meeting provided for in Article 13.02.1, within ten (10) Days the President or the Vice-President (Academic and Research) shall notify the Employee and the Union in writing of the disciplinary action taken and the reasons for that action. In the case of suspension with pay or suspension without pay the letter shall specify the starting date of the suspension and the length of the suspension.
13.02.3 The only disciplinary measures that may be imposed are:
a) a letter of warning
b) a letter of reprimand
c) suspension with pay d) suspension without pay e) dismissal for cause
13.02.4 Suspension is an action by the Employer to relieve an Employee of all University duties for cause without his or her consent. Only the President of the University may suspend or dismiss an Employee.
13.02.5 Dismissal is an action by the Employer to terminate an appointment without the consent of the Employee, before the end of the appointment period, and shall be only for just and sufficient cause. With the exception of terminations under Article 14 (Financial Exigency), the unilateral termination by the Employer of a probationary or limited-term appointment during the course of its term, and the termination of a tenured appointment constitute dismissal.
13.02.5.1 If the Employee's whereabouts are unknown to the Employer and the Union, the meeting described in Article 13.02.1 above shall be dispensed with and the President may immediately give notice of dismissal ...
DISCIPLINE PROCEDURES. 14.1 Disciplinary action" includes any action whereby an employee is deprived of any classification or any incident of any classification in which he has permanence, including dismissal, suspension, demotion, or any reassignment to a lower classification, without his voluntary consent, except a layoff for lack of work or lack of funds.
14.1.1 Employees shall be disciplined for just cause.
DISCIPLINE PROCEDURES. 10.1 Discipline imposed by the University against any employee shall be for just cause.
10.2 If the University determines to bring disciplinary action against an employee for any reason, the employee shall be apprised of their rights of notice, representation, and grievance rights as set forth in this Agreement.
10.3 Disciplinary action shall include only the following:
A. Suspension without pay B. Reduction in salary C. Demotion
DISCIPLINE PROCEDURES. A. The statutory guarantees contained in the California Education Code applicable to the disciplining of District full-time faculty members are incorporated into this Agreement and shall apply to tenured and non-tenured faculty.
B. No full-time faculty member shall be dismissed or penalized unless the District has fulfilled its obligations to evaluate such faculty member in accordance with the procedures outlined in Article XVII, Evaluations.
DISCIPLINE PROCEDURES. 19.1 The Company shall be free to discharge employees for refusal to obey lawful orders, incompetence, misrepresentation, intoxication, or any just cause. An employee who has not completed his or her probationary period may be disciplined or discharged without just cause and without recourse to the Grievance and Arbitration procedure set forth in Article 20.
19.2 The Company shall be free to discipline any employee who commits an infraction, which, while not being sufficient to constitute just cause for discharge, is sufficient to warrant some lesser disciplinary action. However, no employee who has completed the probationary period will be discharged for offenses, which do not in and of themselves constitute just cause for discharge unless the employee has received two (2) prior written warnings within twelve ( 12) months of the offense. The issuance of two (2) prior warnings within a twelve (12) month period shall constitute just cause. Absent excused or extraordinary circumstances, warning notices shall be issued within ten (10) days after the Company knew or should have known of the offense but not more than thirty (30) days after the event. Each warning notice shall contain a place for the employee to sign to acknowledge receipt without admitting guilt.
19.3 In addition to those circumstances mentioned elsewhere in this Agreement, just cause circumstances for discharge shall include, but not be limited to: insubordination, theft, excessive absenteeism, gross negligence, failure to comply with reasonable rules, policies or directives promulgated by the Company and clearly communicated to the employee, use of unnecessary force or disrespectful treatment of a tenant, visitor or employee and inability or unwillingness to be trained to fulfill existing or modified security needs of the Company, the building owner or its tenants. The Union further understands and agrees that the Company provides an important service to its tenants of a personalized nature to fulfill their security needs, as those needs are perceived by the Company, the building owner and the tenants. Accordingly, the provisions of this Section shall be implemented and interpreted by the parties and by an arbitrator in arbitration proceedings so as to give significant consideration to such needs.
19.4 The Company will discharge any employee who is denied registration or whose registration is canceled by the State of Minnesota Board of Private Detective and Protective Agent Services or any ot...
DISCIPLINE PROCEDURES. 16.3.1 The District and CSEA are supportive of the concept progressive discipline, where appropriate, which shall be followed in handling the discipline of unit members. The District shall follow the procedures in Board Policy for the discipline of unit members. (See Appendix E). That policy shall be maintained through the duration of this Agreement. Before the Board undertakes any modification of that policy, the District will provide the Association with notice and opportunity to negotiate the proposed change that is within the scope of bargaining as defined by the Educational Employment Relations Act, Government Code Section 3450, et seq. In utilizing progressive discipline, the following actions will generally be followed in order, unless the seriousness of the offense warrants a higher level of discipline:
1. Informal verbal warning conference and written notice;
2. Written reprimand;
3. Discipline less than dismissal;
DISCIPLINE PROCEDURES. 25.01 In order to promote harmonious Labour-Management relations and to ensure the highest quality of service to the residents of Xxxxxx Lodge, the parties agree that the following procedures will be followed in the discipline of employees.
25.02 Discipline must be timely to bring home the importance of the problem being addressed; however, the parties recognize that a period of investigation may be necessary to ensure the circumstances warrant disciplinary action. When an investigation is deemed necessary by the Employer, it shall be carried out as follows:
(a) an internal Employer investigation will be completed within fifteen (15) days of the date the Employer became aware of an alleged incident. The Employer agrees that if discipline is appropriate, it shall be imposed within five (5) days of the completion of the investigation.
(b) in the event that the Employer determines an alleged incident requires an investigation involving outside agencies, the Employer shall conduct any necessary investigation as quickly as possible after becoming aware of the incident, and disciplinary action, if any, will be imposed immediately following the completion of the investigation.
25.03 The scale of disciplinary action is as follows:
DISCIPLINE PROCEDURES. All counseling and discipline is to be conducted in private. All discipline is to be issued in writing with explanation of the charges against the employee. A warning as to the next step of discipline is to be included on the disciplinary form. A copy of the discipline shall be given to the employee, the Union, and one copy retained by the Auditor for the employee’s personnel file. All discipline will be issued to the employee within five (5) working days of the Auditor’s knowledge of the event. This time-frame may be extended by mutual agreement between the Auditor and the Union’s Chairperson. All discipline will be for just cause and will be issued, in written form, after a full and fair investigation. A five (5) day paid suspension is permissible to conduct the investigation.
DISCIPLINE PROCEDURES. 23.1. The statutory guarantees contained in the California Education Code applicable to the disciplining of District full-time faculty members are incorporated into this Agreement and shall apply to tenured and non-tenured faculty.
23.2. No full-time faculty member shall be dismissed or penalized unless the District has fulfilled its obligations to evaluate such faculty member in accordance with the procedures outlined in Article XVII, Evaluations. 3228 3229 3230 3231 3232 3233 3234 3235 3236 3237 3238 3239 3240 3241 3242 3243 3244 3245 3246 3247 3248 3249 3250 3251 3252 3253 3254 3255 3256 3257 3258 3259 3260 3261 3262 3263 3264 3265 3266 3267 3268 3269 3270 3271 3272 3273
