JUST CAUSE AND RIGHT TO REPRESENTATION Sample Clauses

The "Just Cause and Right to Representation" clause establishes that disciplinary actions against employees must be based on legitimate, substantiated reasons and that employees are entitled to have a representative present during any related proceedings. In practice, this means that an employer cannot discipline or terminate an employee arbitrarily; instead, there must be clear evidence of misconduct or performance issues, and the employee can request union or legal representation during meetings that may lead to discipline. This clause protects employees from unfair treatment and ensures due process by requiring transparency and support during disciplinary actions.
JUST CAUSE AND RIGHT TO REPRESENTATION a) Just Cause and Progressive Discipline
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JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline Serious Misconduct Fact-finding
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JUST CAUSE AND RIGHT TO REPRESENTATION. 15 8.1.1 Just Cause and Progressive Discipline 15 8.1.2 Serious Misconduct 15 8.1.3 Fact Finding 15 SECTION 8.2 NOTIFICATION OF FORMAL DISCIPLINARY ACTION / WRITTEN JUSTIFICATION FOR DISCIPLINE FOR CAUSE 16 SECTION 8.3 SUSPENSION OR DISCHARGE 16 SECTION 8.4 INVESTIGATION OF JUST CAUSE BY UNION 16 SECTION 8.5 EMPLOYER RULES 16 SECTION 8.6 PERSONNEL FILES 16 SECTION 8.7 APS OR REGULATORY INVESTIGATIONS 17 ARTICLE 9: GRIEVANCE PROCEDURE 18 SECTION 9.1 DEFINITION 18 SECTION 9.2 TIME LIMITS, MEETINGS, AND NOTIFICATIONS 18 SECTION 9.3 GRIEVANCE STEPS 18 SECTION 9.4 WRITTEN GRIEVANCE 20 SECTION 9.5 REQUEST FOR ARBITRATION 20 SECTION 9.6 ARBITRATION 20 SECTION 9.7 ARBITRATION DECISION AND COSTS 21 SECTION 9.8 ELECTRONIC COMMUNICATIONS 21 ARTICLE 10: VACANCIES 21 SECTION 10.1 OPEN POSITIONS 21 SECTION 10.2 NOTIFICATION OF AVAILABLE HOURS 21 SECTION 10.3 JOB DESCRIPTIONS 22 ARTICLE 11: LABOR-MANAGEMENT COMMITTEES 22 SECTION 11.1 PURPOSE 22 SECTION 11.2 COMPOSITION, SCHEDULE, AND PROCESS 22 SECTION 11.3 EMPLOYEE HANDBOOK 23 SECTION 11.4 HOME AND COMMUNITY-BASED CARE INDUSTRY FORUM 23 ARTICLE 12: HEALTH AND SAFETY 23 SECTION 12.1 RIGHT TO SAFE WORKING CONDITIONS 23 SECTION 12.2 SAFETY EQUIPMENT & SUPPLIES 24 SECTION 12.3 CLEANING EQUIPMENT & SUPPLIES 24 SECTION 12.4 VACCINATIONS 24 SECTION 12.5 SAFETY COMMITTEE 25 SECTION 12.6 ON-CALL SUPPORT 25 SECTION 12.7 IMMINENT DANGER 25 SECTION 12. 8 BLOODBORNE PATHOGEM TRAINING AS PART OF CONTINUING EDUCATION. 25 ARTICLE 13: PAY RECORDS AND PAY PERIODS 25 SECTION 13.1 CHECK STUB 25 SECTION 13.2 PAY PERIOD 25 SECTION 13.3 CHECK CORRECTIONS 26 SECTION 13.4 DIRECT DEPOSIT 26 ARTICLE 14: JOB DESCRIPTIONS AND CARE PLANS 27 ARTICLE 15: LEAVES OF ABSENCE 27 SECTION 15.1 UNION LEAVE 27 15.1.1 Leave to Hold Office/Employment 27 15.1.2 Leave to Conduct Union Business 27 15.1.3 Seniority Accrual 27 SECTION 15.2 BEREAVEMENT LEAVE 28 SECTION 15.3 GENERAL 28 15.3.1 Types and Definitions of Leaves of Absence 28 15.3.2 Return from Leave of Absence 29 15.3.3 Return to Work Program 29 SECTION 15.4 FAMILY & MEDICAL LEAVE 29 SECTION 15.5 MILITARY LEAVE 29 SECTION 15.6 MILITARY CAREGIVER LEAVE 30 SECTION 15.7 MILITARY SPOUSE LEAVE 30 SECTION 15.8 MATERNITY LEAVE 30 15.8.1 Extended Maternity Leave 31 SECTION 15.9 DOMESTIC VIOLENCE/SEXUAL ABUSE/STALKING LEAVE 31 SECTION 15.10 OTHER FORMS OF LEAVE 31 ARTICLE 16: HOLIDAYS 31 SECTION 16.1 DESIGNATED HOLIDAYS 31 SECTION 16.2 PREMIUM PAY HOLIDAYS 31 16.2.1 Rate 31 16.2.2 Limited client services 32 16.2.3...
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JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline: The Employer shall have the right to discipline and/or to discharge non-­­probationary employees for Just Cause only. Just Cause shall be defined to include the concept of Progressive Discipline. Progressive Discipline shall be corrective (i.e. verbal counseling, written warning(s), unpaid or paid suspension and termination/discharge) upon repeat occurrences of the same kind. The Employer will endeavor to use this form of discipline to correct the behavior rather than to punish the Employee. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. Progressive discipline will not be applied when the nature of the offense is just cause for immediate suspension or discharge. Employees who are discharged will be issued a final paycheck by direct deposit or mail within five (5) days of the date of the termination of their employment. This final paycheck will include payment for all hours worked and not paid, as well as payment for any accrued personal leave.
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JUST CAUSE AND RIGHT TO REPRESENTATION 
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Related to JUST CAUSE AND RIGHT TO REPRESENTATION

  • Right to Representation Upon request, an employee will have the right to representation at all levels on any matter adversely affecting the employee’s conditions of employment. The exercise of this right shall not unreasonably delay or postpone a meeting. Representation will not apply to discussions with an employee in the normal course of duty, such as giving instructions, assigning work, informal discussions, delivery of paperwork, staff or work unit meetings or other routine communications with an employee.

  • Rights of Employees to Representation Every employee covered by this Agreement shall have the right to present grievances in accordance with these procedures. Any aggrieved person may be represented at all formal and informal stages of the grievance procedures by himself or by the employee and a representative from the Association. If any employee files any claim or complaint other than under the grievance procedure of this Agreement, then the school district shall not be required to process the same claimed set of facts through the grievance procedures. All meetings and hearing under this procedure shall be conducted in private and shall include only witnesses, the parties of interest, and their designated or selected representatives heretofore referred to in this Article.

  • Rights to Representation Any party of interest may be represented at all meetings and hearings at any level of the grievance procedure by another teacher or another person. Provided, however, that no teacher may be represented by an officer, agent, or other representative of any educational organization other than the Association and the Michigan Education Association and the National Education Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance processing.

  • Rights of Teachers to Representation No reprisals of any kind shall be taken by the Superintendent or by any member or representatives of the administration or the Board against any aggrieved person, any party in interest, any member of the Association or any other participant in the grievance procedure by reason of such participation.

  • WARRANTIES AND REPRESENTATION 34.1 Neither of the Parties will be bound by any express or implied term, representation, warranty, promise or the like, not recorded herein.