Common use of DISCIPLINARY AND DISMISSAL PROCEDURES Clause in Contracts

DISCIPLINARY AND DISMISSAL PROCEDURES. 345 A. During the probation period, employee's employment is at will and the College may end the 346 employee's employment for any legal reason or no reason at all. An employee may not grieve a 347 dismissal that occurs during the probationary period. 348 B. Disciplinary action, after the probationary period, shall only be taken for just cause. 349 350 “Just cause” includes that: 351 o the employee knew or should have known that the act or acts engaged in were impermissible, 352 o the College had evidence that the act or acts occurred, 353 o the College provided the employee with an opportunity to provide information concerning the 354 College’s concerns. 355 o the College did not act in an arbitrary or capricious manner 356 357 C. The parties agree that inadequate performance may be grounds for performance management and 358 possible dismissal, and that the College may dismiss an employee for inadequate performance 359 without formal discipline. 360 361 D. Prior to any adverse action, the employee shall be provided written notice outlining the 362 performance concerns and shall be given an appropriate amount of time to correct the outlined 363 deficiencies unless the performance concern is one that such notice and opportunity to improve is 364 not appropriate. 365 366 E. In the event a grievance is pursued to arbitration concerning dismissal based on inadequate 367 performance, the arbitrator will be limited to considering whether the College determined in good 368 faith that performance warranted dismissal. 369 370 F. Discipline actions may include: 371 o oral and written reprimands or warnings placed in the employee's personnel file 372 o demotion 373 o suspension 374 o dismissal 375 376 G. The College shall notify Union leadership of all written disciplines and non-probationary employee 377 dismissals. 378 379

DISCIPLINARY AND DISMISSAL PROCEDURES. 345 A. During the probation period, employee's employment is at will and the College may end the 346 336 employee's employment for any legal reason or no reason at all. An employee may not grieve a 347 337 dismissal that occurs during the probationary period. 348 338 B. Disciplinary action, after the probationary period, shall only be taken for just cause. 349 350 339 340 “Just cause” includes that: 351 341 o the employee knew or should have known that the act or acts engaged in were impermissible, 352 342 o the College had evidence that the act or acts occurred, 353 343 o the College provided the employee with an opportunity to provide information concerning the 354 344 College’s concerns. 355 345 o the College did not act in an arbitrary or capricious manner 356 357 346 347 C. The parties agree that inadequate performance may be grounds for performance management and 358 348 possible dismissal, and that the College may dismiss an employee for inadequate performance 359 349 without formal discipline. 360 361 350 351 D. Prior to any adverse action, the employee shall be provided written notice outlining the 362 352 performance concerns and shall be given an appropriate amount of time to correct the outlined 363 353 deficiencies unless the performance concern is one that such notice and opportunity to improve is 364 354 not appropriate. 365 366 355 356 E. In the event a grievance is pursued to arbitration concerning dismissal based on inadequate 367 357 performance, the arbitrator will be limited to considering whether the College determined in good 368 358 faith that performance warranted dismissal. 369 370 359 360 F. Discipline actions may include: 371 361 o oral and written reprimands or warnings placed in the employee's personnel file 372 362 o demotion 373 363 o suspension 374 364 o dismissal 375 376 G. The College shall notify Union leadership of all written disciplines and non-probationary employee 377 dismissals. 378 379365