Common use of Burden of Proof Clause in Contracts

Burden of Proof. In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer.

Burden of Proof. In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of probationary employees.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of probationary employees.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of a probationary employee then Clause 7.6 or 12.4 will apply.

Burden of Proof. In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of probationary employees where the burden of proof will be probable cause. That is, the Employer shall demonstrate valid work related reasons as to why a probationary employee has been dismissed. This includes, but is not limited to, the employee not meeting the Employer's defined standards and quality of care and teamwork.

Burden of Proof. In all cases of discipline dismissal and dismissaldiscipline, except in the case of probationary employees, the burden of proof of just cause shall will rest with the Employer. 10.2 no change except renumbering]

Burden of Proof. In all cases of discipline dismissal and dismissal, except in the case of probationary employeesdiscipline, the burden of proof of just cause shall rest with the Employer.

Burden of Proof. In all cases of discipline and dismissal, except in with the case exception of probationary employees, the burden of proof of just cause shall rest with the Employer.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employeesor dismissal for cause, the burden of proof of just cause shall will rest with the Employer.

Burden of Proof. In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of probationary employees where the burden of proof will be probable cause. That is, the Employer shall demonstrate valid work related reasons as to why a probationary employee has been dismissed. This includes, but is not limited to, the employee not meeting the Employer’s defined standards and quality of care and teamwork.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of a probationary employeesemployee, the burden of proof of just cause shall rest with the Employer. All such cases may be grieved by the employee under Article 8.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of a probationary employee then Article 7.6 or 12.4 will apply.

Burden of Proof. ‌ In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall will rest with the Employer, except in the case of probationary employees where the burden of proof will be unsuitability for continued employment. That is, the Employer will demonstrate valid work-related reasons as to why a probationary employee has been dismissed. This includes, but is not limited to, the employee not meeting the Employer’s defined standards and quality of care and teamwork.

Burden of Proof. In all cases of discipline and dismissal, except in the case of probationary employees, the burden of proof of just cause shall rest with the Employer, except in the case of probationary employees where the burden of proof will be probable cause. That is, the Employer shall demonstrate valid work related reasons as to why a probationary employee has been dismissed. This includes, but is not limited to, the employee not meeting the employer’s defined standards and quality of work and care.