Grounds for Discharge Clause Samples

Grounds for Discharge. Grounds for discharge include, but are not limited to, the following: A) Use of drugs or alcohol. B) Failure to conform to reasonable health, safety or living standards. C) Failure to meet Vessel departure schedules. D) Failure to work and live in harmony with other crewmembers. E) Failure to perform delegated tasks efficiently and capably. F) Extended incapacity due to seasickness. G) Misrepresentation of previously acquired skills, experience and abilities. H) Violation of any portion of this employment agreement. Notwithstanding any provision contained herein, this agreement may be terminated by either the Owner or the Crewmember, with or without cause, at any time.
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Grounds for Discharge. Grounds for discharge for just cause shall include, but not be limited to, the following: 1. Gross insubordination or serious breach of discipline. 2. Negligence or willfully damaging, mutilating or destroying City property, equipment or waste of public supplies and equipment. 3. Fighting while on duty. 4. Theft of City property. 5. Possession of firearms or lethal weapons while on duty. 6. Possession of or drinking alcohol while on duty. 7. Commission of a felony.
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Grounds for Discharge. The Employer has the right to send notices to employees regarding general Employer policy and violations of that policy. Such notices will not be considered formal disciplinary or warning notices. The Employer shall not discharge any employee without just cause. At least one (1) warning notice of discharge-shall be given to the employee with a copy to the Union, within ten (10) days of alleged violation. No warning notice is necessary before discharge if the employee is discharged because of theft, dishonesty, violation of the employer's written drug and alcohol policy, physical assault, recklessness or gross negligence resulting in a serious accident or destruction of company property while on duty, carrying unauthorized passengers, failure to report a known accident or intentional violations of federal, state or local laws while on the job. If warning notices of discharge are not rejected by the Union in writing within ten
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Related to Grounds for Discharge

  • Satisfaction and Discharge SECTION 401.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the ▇▇▇▇ (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

  • DISCIPLINE AND DISCHARGE B.6.1 If the Employer requires an Employee to meet with his/her Supervisor or designate in order to formally investigate the professional conduct of the Employee or in order to receive a written reprimand, suspension or discharge, the Supervisor will inform the Employee that he/she has the right to have a Bargaining Unit representative present. The Employee has a right to refuse Bargaining Unit representation. If the Employee elects to have Bargaining Unit representation, no discussion of the issues will take place until the Bargaining Unit representative is present in a timely fashion. B.6.2 The Bargaining Unit Grievance Committee shall receive a copy of any written reprimand given to an Employee resulting from a meeting at which a representative of the Bargaining Unit has been present. B.6.3 In determining the disciplinary action to be taken against an Employee, the Employer will take into consideration the Employee's record and the lapse of time since the last disciplinary action. 6.3.1 During the probationary period, the Employer shall have the right to discipline, demote, discharge or layoff a probationary new Employee. The new Employee shall have recourse to the Grievance Procedures. It is understood by the parties, for the purpose of discipline, a lesser standard of just cause may apply to a probationary Employee than to an Employee who has completed his/her probationary period. B.6.4 An Employee shall receive a copy of any written reprimand. B.6.5 A claim of discharge without just cause by an Employee shall be treated as a grievance if a written statement of such grievance is lodged with the person designated by the Employer within fifteen (15) working days following written notification of the discharge to the Employee from the Employer. All preliminary steps of the Grievance Procedures prior to Step 2 will be omitted in such case. B.6.6 The Employer shall not discipline or discharge an Employee without just cause. B.6.7 In any matter of discipline or discharge, an Employee shall be advised in writing of his/her right to Bargaining Unit representation.