DISCIPLINE AND/OR DISMISSAL Clause Samples

The 'Discipline and/or Dismissal' clause outlines the procedures and grounds under which an employer may take disciplinary action against or terminate an employee. It typically details the types of conduct or performance issues that may lead to warnings, suspensions, or dismissal, and may specify the steps of progressive discipline, such as verbal and written warnings before termination. This clause serves to set clear expectations for employee behavior and performance, while also providing a fair and transparent process for addressing issues, thereby protecting both the employer and employee from arbitrary or unjust actions.
DISCIPLINE AND/OR DISMISSAL. (a) The Board shall not discipline or dismiss any persons bound by this agreement except for just and reasonable cause. (b) The affected employee and the Union will receive a copy of any written warning, suspension, or termination letters. (c) The employee has the right to have a shop ▇▇▇▇▇▇▇ or a union representative of his choice present at disciplinary meetings.
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DISCIPLINE AND/OR DISMISSAL. 1) The Head of a Department or Division in a supervisory role may discipline any member of staff or faculty under their supervision. However, where discipline is as a result of gross misconduct, the President shall be immediately notified of such actions. Any recommendation for dismissal for cause must be made to the President, who will make the final decision. 2) Cause is defined as gross misconduct as defined in the Bermuda College’s Code of Conduct and Guidelines. 3) Incumbents who receive two consecutive unacceptable performance evaluations will be subject to termination according to the principles and procedures collectively agreed between the Union and the Board. 4) Any employee who claims wrongful discipline and/or dismissal may request that the Union take up the claim in accordance with the grievance procedures contained in this Agreement. a) As agreed in this Article, the employee may be subject to discipline and/or dismissal for cause, defined as gross misconduct. In less serious cases a verbal warning and/or warning interview will be instituted, after which the following procedure will be used: First Offence First Written Warning Second Offence Second Written Warning Third Offence The employee shall be subject to discipline including suspension and/or dismissal. b) Written warnings and discipline reports will be signed by the Department Head and the Director of Human Resources and Development. Written warnings, to be valid, must be issued within three working days of the offence. The Shop ▇▇▇▇▇▇▇ will sign, acknowledging receipt of same within a further three working days. c) A warning will be active for a period of 6 months; however, if similar behaviour is repeated in the 12 month period from the initial warning, then the warning can be re-activated and discussed during the employee’s annual performance appraisal and can also be used to escalate the progressive discipline process. If an employee has had no further warnings during the 12 months, then the warning shall be removed from the employee’s file as outlined in the Bermuda College Code of Conduct and Guidelines. d) The Board and the Union agree that the Bermuda College Disciplinary Documentation Form shall be used in accordance with any grievances raised under this Article.
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Related to DISCIPLINE AND/OR DISMISSAL

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.