Common use of JUST CAUSE GUIDELINES Clause in Contracts

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.

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.?