Common use of Discipline/Just Cause Clause in Contracts

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.

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.