Discipline for Just Cause Clause Samples

Discipline for Just Cause. Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

Discipline for Just Cause. Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee.

Discipline for Just Cause. The School District shall have the right to discipline employees for just cause. Subd. 1. Disciplinary actions by the School District shall include only the following: 1.1 Oral reprimand 1.2 Written reprimand.

Discipline for Just Cause. The Employer shall not subject an employee who has completed probation, as defined in 4.1 above, to any disciplinary action or penalty except for just cause.

Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “

Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “Discipline” is defined to include disciplinary suspension without pay, or discharge. Changes in assignment and reassignments made for the purpose of improving service or addressing performance problems shall not constitute discipline and shall not be subject to the grievance procedure in this Article I.F. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by the TSP; (6) EEO matters; (7) investigations conducted by non-SFMTA personnel; (8) any other case in which SFMTA and Local 200 mutually agree. SFMTA shall initiate discipline by providing written notice to the employee of the basis for discipline and proposed penalty.

Discipline for Just Cause. A. The Employer will discipline employees for just cause only. Discipline will be in one of the following forms: a. Oral Reprimand b. Written Reprimand c. Suspension d. Demotion e. Discharge B. Written Reprimands, Notices of Suspension, Notices of Demotion, and Notices of Discharge (which are to become a part of an employee’s personnel file) shall be read and acknowledged by signature of the employee. The employee and the Union will receive a copy of such reprimands and/or notices. C. If the Employer meets with the employee to deliver a Notice of Suspension, Notice of Demotion or Notice of Discharge, the Employer will allow the employee up to 24 hours to arrange for union representation. D. An employee who reasonably believes that an investigatory interview may lead to discipline of the employee or another unit member has the right to Union representation upon request.

Discipline for Just Cause. The Employer and Union subscribe to the doctrine of progressive discipline. The Employer shall not discipline, discharge nor suspend without pay any employee except for just cause. Discharge must be by proper written notice to the employee and the Union citing specific charges. In imposing any discipline, the Employer will not base its decision upon any written reprimand imposed more than one (1) year previously nor on any disciplinary suspension imposed more than two (2) years previously. The warning notice, other than as provided above, shall not remain in effect for a period of more than six (6) months from the date of said warning notice. Discharge must be by proper written notice to the employee and the Union citing specific charges. Disciplinary action which has been removed from an employee's personnel file shall not be referenced in any evaluation.

Discipline for Just Cause. ‌ A. The Employer shall have the right to discipline any deck officer for just cause, which shall be detailed and communicated in writing to both the Union and the deck officer involved. B. The Employer shall not discharge or otherwise discipline any employee without just cause. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotion to a position in a lower classification, and termination. Any of these disciplinary actions may serve as the first step in discipline depending on the egregiousness of the violation(s) as determined by management. C. Negligence in navigational and/or ship handling responsibilities, which results in property damage or injury to vessel personnel and/or passengers, shall be deemed “just cause” for discipline.