Discipline/Just Cause Clause Samples

Discipline/Just Cause. This section shall not apply to Units TM1 and U41. This subject matter for employees in Unit TM1 is addressed in Article 18. No represented employee in ▇▇▇▇▇ ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, and UM2 will be subject to disciplinary action except for just cause. Situations in violation of Section 218 of the City Charter shall not be considered Just Cause. Reassignment or position downgrades as a consequence of a Reduction in Force shall not be considered disciplinary action. Prior to imposing any serious disciplinary action (fine, suspension, demotion, termination) against a permanent represented employee, the City shall adhere to the following procedures:  The City will provide the employee prior written notice of the proposed action to be taken that states the reason(s) for which the action will be taken; provide a copy of the charges and materials upon which the action is based; and provide the employee the right to respond orally or in writing or both to a ▇▇▇▇▇▇ Officer who has the authority to effectively recommend whether the proposed action should be sustained, modified or revoked. The City will provide a copy of the ▇▇▇▇▇▇ Notice of Intent letter to the Union at the same time it is served on the represented employee.  In order to allow the employee time to seek advice and to prepare any oral or written response he/she may wish to make, the date set for his/her response shall be no less than five (5) work days from the date the letter is sent.  In the event the employee or his/her representative requests to reschedule the date set and by mutual agreement the parties reschedule, the administrative ▇▇▇▇▇▇ meeting shall occur no later than ten (10) working days from the date the notice was sent.  Any further extension shall be granted only when the parties mutually agree that such extension is required by due process principles.  The employee will be notified in writing of the decision. The City will send a copy of the decision along with a copy of the ▇▇▇▇▇▇ Officer recommendation to the Union.
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Discipline/Just Cause. The Superintendent or designee may discipline any other employee for failure to properly perform the duties of his/her assignment or position and/or misconduct constituting just cause leading up to and including discharge. This section and the arbitration step of the grievance procedure will not apply to the mandatory termination of employment as required by law.
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Discipline/Just Cause. No represented employee in ▇▇▇▇▇ ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, and UM2 will be subject to disciplinary action except for just cause. Situations in violation of Section 218 of the City Charter shall not be considered just cause. Reassignment or position downgrades as a consequence of a Reduction in Force shall not be considered disciplinary action. Prior to imposing any serious disciplinary action (fine, suspension, demotion, termination) against a permanent represented employee, the City shall adhere to the following procedures:  The City will provide the employee prior written notice of the proposed action to be taken that states the reason(s) for which the action will be taken; provide a copy of the charges and materials upon which the action is based; and provide the employee the right to respond orally or in writing or both to a ▇▇▇▇▇▇ Officer who has the authority to effectively recommend whether the proposed action should be sustained, modified or revoked. The City will provide a copy of the ▇▇▇▇▇▇ Notice of Intent letter to the Union at the same time it is served on the represented employee.  In order to allow the employee time to seek advice and to prepare any oral or written response he/she may wish to make, the date set for his/her response shall be no less than five (5) work days from the date the letter is sent.  In the event the employee or his/her representative requests to reschedule the date set and by mutual agreement the parties reschedule, the administrative ▇▇▇▇▇▇ meeting shall occur no later than ten (10) working days from the date the notice was sent.  Any further extension shall be granted only when the parties mutually agree that such extension is required by due process principles.  The employee will be notified in writing of the decision. The City will send a copy of the decision along with a copy of the ▇▇▇▇▇▇ Officer recommendation to the Union.
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Discipline/Just Cause. The Employer shall notify a worker and the Union in a timely manner of an intended formal discipline. Formal discipline shall be defined as termination, suspension, involuntary demotion or other reduction in pay. Discipline shall only be for just and sufficient cause. The Employer agrees discipline shall be progressive except in instances of gross misconduct where immediate action is necessary. The steps of progressive discipline will be as follows: oral warning, written warning, suspension(s) or demotion, termination. Workers or their representatives shall have the right to appeal formal discipline as specified in the grievance procedure. Workers and their representatives are assured freedom from restraint, interference or reprisal for appeals of formal discipline.
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Discipline/Just Cause. All discipline of a written warning, suspension/final warning, or termination will be for just cause. Verbal warnings are not subject to the grievance procedure. There may be a note to an employee’s file that they received a verbal warning and the subject, but an email or letter ‘serving as a verbal warning’ will be considered a written warning. Verbal warnings are not disciplinary in nature and such notes to employee files cannot be included as grounds for discipline, suspension/final warning, or discharge. No RA/PM will be disciplined for violation of the Code of Student Conduct except as outlined in
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Discipline/Just Cause. Disciplinary decisions that are subject to the full scope of the grievance and arbitration procedure of this contract, as provided above, must be for just cause.
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Discipline/Just Cause. All disciplinary actions shall be for just cause.
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Discipline/Just Cause. Except for probationary employees, unless otherwise required by law, no employee shall be suspended for one (1) day or more or discharged without just cause.
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Discipline/Just Cause. The superintendent or designee may discipline any employee for just cause leading up to and including discharge. The employer agrees to adhere to the concepts of due process and progressive discipline which include, in part: 1. a. Discussion of problem with employee
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Related to Discipline/Just Cause

  • 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.

  • For Cause For a material breach that remains uncured for more than thirty calendar days or other specified period after written notice to the Contractor, the Contract or Purchase Order may be terminated by the Commissioner or Authorized User respectively, at the Contractor’s expense where Contractor becomes unable or incapable of performing, or meeting any requirements or qualifications set forth in the Contract, or for non-performance, or upon a determination that Contractor is non-responsible. Such termination shall be upon written notice to the Contractor. In such event, the Commissioner or Authorized User may complete the contractual requirements in any manner it may deem advisable and pursue available legal or equitable remedies for breach.

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

  • Termination of Employment Without Cause At any time during the Term of Employment under this Agreement, either Arrow or the Bank may effect, pursuant to this Paragraph 7(b), and in accordance with the requirements set forth in Paragraph 11(gg) below, a Termination of Employment of Executive without Cause, provided, however, that any attempt to do so under circumstances that would also qualify such Termination of Employment as a Termination of Employment of Executive without Cause under Paragraph 6(a) of this Agreement, that is, as a Termination of Employment of Executive without Cause following a Change in Control that meets the conditions set forth in Paragraph 6(a), will be deemed a Termination of Employment of Executive without Cause under Paragraph 6(a), and not a Termination of Employment of Executive without Cause under this Paragraph 7(b). In the event of a Termination of Employment of Executive without Cause under this Paragraph 7(b), on the effective date of such Termination of Employment, and subject to the satisfaction of the conditions specified below in Section 8, Arrow or the Bank shall pay to the Executive, and the Executive shall be entitled to receive, one (1) lump sum payment in a dollar amount equal to the greater of (i) the total amount of Base Salary payments which would have been payable to the Executive during the period extending from such effective date until the normal expiration date of Employment under this Agreement as in effect at such time, had there been no early Termination of Employment of Executive without Cause (and assuming the Executive otherwise would have remained employed throughout such period and that his Base Salary would have remained unchanged throughout such period), or (ii) an amount equal to one hundred percent (100%) of the current Base Salary of the Executive on the effective date of such Termination of Employment.

  • Without Just Cause The Company may, by written notice to the Employee, immediately terminate his employment at any time, resulting in a Separation from Service, for a reason other than Just Cause, in which event the Employee shall be entitled to receive the following compensation and benefits (unless such Separation from Service occurs within the time period set forth in subsection 10(a) hereof, in which event the benefits and compensation provided for in Section 10 shall apply): (i) One times the base salary provided pursuant to Section 2 hereof, as in effect on the date of Separation from Service; (ii) An amount equal to the Bonuses received by or payable to the Employee in the calendar year prior to the calendar year of the Employee’s Separation from Service; and (iii) Cash reimbursement to the Employee in an amount equal to the cost to the Employee (demonstrated by submission to the Company of invoices, bills, or other proof of payment by the Employee) of (A) all other Employee Benefits (all as defined in subsection 4(a) excluding Bonuses which will be made in accordance with the terms and conditions of the applicable plans or agreements) and (B) all Automobile Benefits (as defined in subsection 4(b)) and professional and club dues the Employee would otherwise have been eligible to participate in or receive, through the first anniversary of the Employee’s Separation from Service, based upon the benefit levels substantially equal to those provided for the Employee at the date of the Employee’s Separation from Service. The Employee shall also be entitled to receive an amount necessary to provide any cash payments received under this subsection 8(d)(ii) net of all income and payroll taxes that would not have been payable by the Employee had he continued participation in the benefit plan or program instead of receiving cash reimbursement. Notwithstanding the foregoing, but only to the extent required under federal banking law, the amount payable under subsection 8(d) shall be reduced to the extent that on the date of the Employee’s Separation from Service, the present value of the benefits payable under subsection 8(d) exceeds any limitation on severance benefits that is imposed by the Office of the Comptroller of the Currency (the “OCC”) on such benefits. All amounts payable to the Employee under subsections 8(d)(i) and 8(d)(ii) shall be paid in one lump sum within ten days of such Separation from Service. All amounts payable to the Employee under subsection 8(d)(iii) shall be paid on the first day of each month following the Employee’s Separation from Service, in an amount equal to the total reimbursable amount (demonstrated by invoices, bills or other proof of payment submitted by the Employee). Such amounts must be submitted for reimbursement no later than the earlier of: (i) six months after the date such amounts are paid by the Employee; or (ii) March 15th of the year following the year in which the Employee paid the amount.