DISCIPLINE AND DISCHARGE PROCEDURE Clause Samples
DISCIPLINE AND DISCHARGE PROCEDURE. 17.01 No Employee shall be disciplined or discharged without just cause. An investigatory hearing between the Company and the Employee will take place prior to disciplinary or discharge action being taken.
17.02 The Company will advise an Employee of the reason for any discussion regarding an investigation which could lead to discipline or discharge. An Employee may request the presence of a duly accredited representative(s) of the Union or his/her designate.
17.03 An Employee who has been disciplined or discharged may file a grievance in accordance with Article 16. However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article may proceed directly to Step Two of the grievance procedure or to arbitration.
17.04 Where disciplinary or discharge action is contemplated, the individual involved may, where necessary, be held out of service pending investigation to provide the Company with sufficient time to investigate and consider all factors. In such a case, the Employee's pay shall not be adjusted until a decision has been made by the Company.
17.05 When disciplinary or discharge action is taken by the Company, the Employee will be advised in writing, together with the reasons therefore, with a copy to the local Union representative as well as the national office.
17.06 Disciplinary documents will be removed from an Employee's file after two (2) years have elapsed from the date the disciplinary document was placed on the Employee's file and may not be referred to in any further disciplinary action by the Company.
17.07 Employees shall be given a copy of their personal file upon written request to the Human Resources department. When authorized in writing by the Employee, Union representatives will be given a copy of the Employee's personal file upon written request.
DISCIPLINE AND DISCHARGE PROCEDURE. A. The District and the CSEA agree that progressive discipline can be beneficial to the interest of the District, the CSEA, and the employee, depending, for instance, on the nature of the employee’s alleged misconduct and work record. Notwithstanding, the District has the right to discipline or discharge employees for just cause.
B. Employees who are charged with or are under investigation for action which may result in disciplinary action shall have the right to be accompanied by the CSEA President or his/her designee at any meeting with a supervisor or administrator concerning the charge or investigation. Whenever practical, at least two (2) work days’ notice of the meeting shall be provided to the employee. If the employee declines to be accompanied by the CSEA representative, such declination shall be submitted in writing to the supervisor or administrator at the beginning of the meeting.
C. Any employee who has successfully completed his/her probationary period may use the grievance and arbitration procedure for contesting discipline or discharge. Discipline shall mean a fine, unpaid suspension, or a combination. The grievance and arbitration procedure contained in this Agreement procedure shall be the only method for contesting discipline of discharge and the provisions of Civil Service Law pertaining to employee discipline and discharge are expressly waived for all employees. Written warnings and reprimands shall not be subject to the grievance procedure, but an employee may submit a rebuttal to such warnings and reprimands. The rebuttal shall be submitted within five (5) days and will be included in the employee’s personnel folder.
D. Employees who are charged under this section may be suspended without pay for no more than 3 days by the Superintendent of Schools or the Assistant Superintendent, Human Resources, subject to the grievance procedure. Exception: If the employee’s continued presence at work represents a potential danger to the employee, the District, or other employees, the employee may be suspended without pay pending the resolution of the matter not to exceed ninety (90) days. Employees whose continued presence represents a serious disruption to the District’s operations may also be suspended without pay not to exceed ninety
DISCIPLINE AND DISCHARGE PROCEDURE. A. Discipline
1. Disciplinary actions against Unit members may include oral reprimand, written reprimand, suspension and discharge, and normally shall be progressive in nature; however, such disciplinary measures shall be consistent with the severity of the offense.
2. All Unit members who are reprimanded in writing, suspended, or discharged will be given specific reasons for the disciplinary action prior to implementation of such action.
3. A copy of any written reprimand will be signed by both the supervisor and employee, and shall be forwarded to the Office Human Resources for inclusion in the employee personnel file.
DISCIPLINE AND DISCHARGE PROCEDURE. When the Employer issues a disciplinary notice to an employee, the Employer will provide the Union with a copy of the notice at the disciplinary meeting or within three (3) calendar days of the date that the disciplinary notice is issued. The Employer shall advise in writing of the reason(s) for such discipline.
DISCIPLINE AND DISCHARGE PROCEDURE. (a) In all cases where the Employer considers that an employee’s conduct will warrant disciplinary action (dismissal, suspension, written reprimand) no steps shall be taken other than in the presence of a Union representative/▇▇▇▇▇▇▇.
(b) Employees shall be afforded the opportunity to state his/her side of the case in advance of discipline being imposed.
(c) If the employee refuses Union representation, the Employer shall ensure the refusal is confirmed in writing and shall provide a copy to the Union and the employee.
DISCIPLINE AND DISCHARGE PROCEDURE. 8.1 The Union recognizes the authority of the College and the Council for Postsecondary Education to suspend, dismiss or take other appropriate action against an part time faculty member for just cause. Discipline shall be progressive and dismissal shall result from very serious and/or repeated incidents of misconduct. Dismissal shall be defined as the discharge of a part time faculty member prior to or after the end of the limited appointment period.
8.2 A part time faculty member shall receive a written statement of reasons for any disciplinary action no later than two (2) weeks after the end of classes for the semester in which the decision was made. If the part time faculty member considers such disciplinary action to be improper, he/she may appeal the decision in accordance with the grievance procedure.
8.3 New part-time faculty will serve a probationary period of two semesters of teaching. Probationary employees may be dismissed with a written statement of reasons at any time during the probationary period. Dismissal during the probationary period shall not be grievable.
DISCIPLINE AND DISCHARGE PROCEDURE. 8.1 The Union recognizes the authority of the College and the Council for Postsecondary Education to suspend, dismiss or take other appropriate action against an adjunct faculty member for just cause. Discipline shall be progressive and dismissal shall result from very serious and/or repeated incidents of misconduct. Dismissal shall be defined as the discharge of an adjunct faculty member prior to or after the end of the limited appointment period.
8.2 An adjunct faculty member shall receive a written statement of reasons for any disciplinary action no later than two (2) weeks after the end of classes for the semester in which the decision was made. If the adjunct faculty member considers such disciplinary action to be improper, he/she may appeal the decision in accordance with the grievance procedure.
DISCIPLINE AND DISCHARGE PROCEDURE. 11.1 The Union recognizes the authority of the University and the Board to reprimand, suspend, dismiss, or take other appropriate action against a Graduate Assistant for just cause. Discipline shall be progressive, and dismissal shall result from serious and/or repeated incidents of misconduct. Dismissal shall be defined as the discharge of a Graduate Assistant prior to the end of the appointment period. Should a Graduate Assistant be dismissed, compensation, including tuition and fee remission, will be prorated to the date of termination. The Graduate Assistant will be provided a grace period of one (1) month (minimum) to begin repayment.
11.2 Upon the issuance of discipline, a Graduate Assistant shall receive a written statement of reasons for any disciplinary action. If the Graduate Assistant considers such disciplinary action to be improper, they may appeal the decision in accordance with the grievance procedure.
DISCIPLINE AND DISCHARGE PROCEDURE. The District shall not reprimand, demote, suspend or discharge any post-probationary employee for disciplinary reasons without just cause. The District may begin at any level of disciplinary action based on its determination of the seriousness of the alleged misconduct. An employee may appeal a written reprimand only through Step 3 (Board of Directors) of the grievance procedure of this Agreement. An employee may appeal a disciplinary demotion, suspension without pay or discharge through Step 4 (arbitration) of the grievance procedure of this Agreement. Filing a grievance does not stay or postpone any disciplinary action which shall be effective on receipt. New hire probationary employees are not subject to this article and may be discharged at any time during the probationary period with or without cause.
DISCIPLINE AND DISCHARGE PROCEDURE. An employee covered by this Agreement, shall utilize the procedure for disciplinary and discharge matters as outlined under Section 75, 75, and 77 of the Civil Service Law. Service of the notice of discipline shall be made by personal service, if possible, and if such sendee cannot be effectuated by personal service, it shall be made by registered or certified mail, return receipt requested. In order to qualify under tins section, an employee must have completed at least five (5) years of continuous service in the non-competitive class (See Appendix I).