Progressive Discipline and Just Cause Sample Clauses

The "Progressive Discipline and Just Cause" clause establishes a structured process for addressing employee misconduct or performance issues, ensuring that disciplinary actions are fair and justified. Typically, this clause outlines a series of escalating steps—such as verbal warnings, written warnings, suspension, and ultimately termination—before severe action is taken, unless the offense is particularly serious. Its core function is to protect employees from arbitrary or unjust termination by requiring employers to demonstrate valid reasons and follow a transparent disciplinary process, thereby promoting fairness and accountability in the workplace.
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Progressive Discipline and Just Cause. 4.8.1 In all disciplinary cases the principle of progressive discipline shall be applied. When disciplined, the Teacher must be notified in writing stating the reason for the discipline, except in cases of verbal warnings. 4.8.2 The Board of Education or designated supervisor shall not suspend, terminate, or otherwise discipline non-probationary employees except for just cause. In applying this provision the Employer agrees that it shall, when appropriate, apply the principle of progressive discipline.
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Progressive Discipline and Just Cause. A nurse shall be disciplined and/or discharged only for just cause. A regular nurse who believes she/he has been disciplined or discharged without just cause shall be entitled to appeal the action through the Grievance Procedure herein. 9.2.1 The Hospital will use progressive discipline except for situations for which immediate dismissal is appropriate. All disciplinary actions shall be given to the nurse in writing. 9.2.2 The Hospital will notify the Association of any termination within forty-eight (48) hours exclusive of weekends or holidays.
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Progressive Discipline and Just Cause. The Employer and Union agree that in correcting inappropriate employee conduct, the Employer shall employ a uniform progressive discipline system which shall, depending on the severity of the inappropriate conduct, include verbal counseling and warnings, written warnings, probation, suspensions and discharge. The Employer will evaluate the conduct of the Employee and the circumstances of the incident to determine what level of discipline is appropriate. No employee shall be disciplined or terminated except for just cause. The parties recognize that certain conduct is of such a serious nature that resort to a progressive discipline approach is inappropriate. The Employer may, therefore, omit any of the steps and proceed directly to discharge. Conduct falling in this category, depending on its severity, may include, but shall not be limited to, breach of client confidentiality; abusing, exploiting or neglecting clients; theft; intentionally damaging property of others; fighting; violation of Employer’s harassment or discrimination policies; fraud; falsification of documents; insubordination; possession, use or sale of alcohol or illegal drugs while on Employer-related business or property, or being under the influence of drugs or alcohol in said circumstances; failing to comply with driver’s license and insurance requirements set forth in Section 15.5 of this Agreement; failing to comply with client plan of care or willfully disregarding authorized client hours or knowingly entering into a financial or service agreement with an SLR client or client family member while engaged in SLR employment. Upon termination, an employee, upon request shall receive written notice from the Employer stating the cause of termination.
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Progressive Discipline and Just Cause. Discipline and discharge shall be for just cause. A nurse disciplined or discharged shall be entitled to utilize the provisions of the grievance procedure herein, if the nurse believes that such discipline and/or discharge was not for just cause.‌ 8.2.1 The Employer will use progressive discipline when appropriate. Progressive discipline is defined as written warning, and/or second written warning and/or suspension without pay (optional), and/or discharge. 8.2.2 Except for situations for which immediate discharge is appropriate, a nurse may be discharged only after receiving two (2) written warnings, copies of which shall be acknowledged in writing by, and given to, the nurse. Except for discipline related to discriminatory harassment, assaultive behavior, and/or behavior which has placed patients at risk, upon the nurse’s written request, disciplinary notices/warnings shall be removed from a nurse’s record after eighteen (18) months from the date such performance concerns have been documented to have been resolved, provided the nurse has received no other discipline in the interim.
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Progressive Discipline and Just Cause. The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline an employee for just cause while applying progressive discipline. The Employer's Policies outline grounds for discipline or discharge, including immediate dismissal, provided such policies are not inconsistent with this Agreement. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure.
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Progressive Discipline and Just Cause. The Employer shall have the right to discharge, suspend, or discipline any non-probationary employee for just cause and consistent to the principles of progressive discipline.
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Progressive Discipline and Just Cause. Discipline and discharge shall be for just cause. A regular status nurse disciplined or discharged shall be entitled to utilize the provisions of the grievance procedure herein, if the nurse believes that such discipline and/or discharge was not for just cause. 9.7.1 The Medical Center will use progressive discipline when appropriate. Progressive discipline is defined as: 1) First written warning (given to the nurse and a copy placed in the nurse' personnel file. 2) Second written warning (given to the nurse and a copy placed in the nurse's personnel file.
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Related to Progressive Discipline and Just Cause

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Successive Disabilities If, following a period of total disability with respect to which benefits are paid from this Plan, an employee returns to work for a continuous period of six (6) months or more, any subsequent total disability suffered by that employee, whether related to the preceding disability or not, shall be considered a new disability and the disabled employee shall be entitled to benefit payments after the completion of another waiting period. In the event the period during which such an employee has returned to work is less than six (6) months and the employee again suffers a total disability that is related to the preceding disability, the subsequent disability shall be deemed a continuation of the preceding disability, and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period. Should such an employee suffer a subsequent disability that is unrelated to the previous disability and provided the period during which the employee returned to work is longer than one (1) month, the subsequent disability shall be considered a new disability and the employee shall be entitled to benefit payments after the completion of another waiting period. If the period during which the employee returned to work is one (1) month or less, the subsequent disability shall be deemed a continuation of the preceding disability and the disabled employee shall be entitled to benefit payments without the necessity of completing another waiting period.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Acceptance of Employment; Standard of Performance The Subadviser accepts its employment as a discretionary series adviser of the Designated Series and agrees to use its best professional judgment to make investment decisions for the Designated Series in accordance with the provisions of this Agreement and as set forth in Schedule D attached hereto and made a part hereof.

  • Root Cause Analysis Upon Vendor's failure to provide the Services in accordance with the applicable Service Levels (for any reason other than a Force Majeure Event) Vendor will promptly (a) perform a root-cause analysis to identify the cause of such failure, (b) provide Prudential with a report detailing the cause of, and procedure for correcting, such failure, (c) obtain Prudential's written approval of the proposed procedure for correcting such failure, (d) correct such failure in accordance with the approved procedure, (e) provide weekly (or more frequent, if appropriate) reports on the status of the correction efforts, and (f) provide Prudential with assurances satisfactory to Prudential that such failure has been corrected and will not recur.