JUST CAUSE GUIDELINES Clause Samples

JUST CAUSE GUIDELINES. Did the University give the employee forewarning or foreknowledge of the possible or probable consequences of the employee’s conduct?
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JUST CAUSE GUIDELINES. 1. Did the University give the employee forewarning or foreknowledge of the possible or probable consequences of the employee’s conduct? 2. Was the University’s rule or managerial order reasonably related to a) the orderly, efficient and safe operation of the University, and b) the performance that the University might properly expect of the employee? 3. Did the University, before imposing discipline upon the employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order? 4. Was the University’s investigation conducted fairly and objectively? 5. As a result of the investigation was substantial evidence and proof obtained that the employee was guilty as charged. 6. Has the University applied its rules, order and penalties evenhandedly and without discrimination? 7. Was the degree of discipline administered by the University reasonably related to a) the seriousness of the offense, and b) the record of the employee in his/her service with the University? Prior to any proposed bargaining-unit lay-off, the parties shall meet to discuss ways of minimizing the impact of such layoffs.
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Related to JUST CAUSE GUIDELINES

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • HIV/AIDS Model Workplace Guidelines Grantee will: a. implement the System Agency’s policies based on the Human Immunodeficiency Virus/Acquired Immunodeficiency Syndrome (HIV/AIDS), AIDS Model Workplace Guidelines for Businesses at ▇▇▇▇://▇▇▇.▇▇▇▇.▇▇▇▇▇.▇▇.▇▇/hivstd/policy/policies.shtm, State Agencies and State Grantees Policy No. 090.021. b. educate employees and clients concerning HIV and its related conditions, including AIDS, in accordance with the Texas. Health & Safety Code §§ 85.112-114.