PROGRESSIVE DISCIPLINE/JUST CAUSE Clause Samples

The Progressive Discipline/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 requires employers to follow a series of escalating steps—such as verbal warnings, written warnings, suspension, and ultimately termination—before imposing severe penalties, unless the offense is particularly serious. Its core function is to protect employees from arbitrary or unjust termination by mandating that discipline is only imposed for legitimate reasons and after due process, thereby promoting fairness and transparency in the workplace.
PROGRESSIVE DISCIPLINE/JUST CAUSE. After the completion of twelve
View SourceView Similar (7)
PROGRESSIVE DISCIPLINE/JUST CAUSE. Supervisors will provide feedback including positive and constructive feedback directly to employees they supervise on an ongoing basis. The feedback will include regular check-ins, followed by a written summary of feedback and action items.
View SourceView Similar (4)
PROGRESSIVE DISCIPLINE/JUST CAUSE. No employee shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system to include, (1) verbal counseling, (2) written warnings, (3) performance
View SourceView Similar (3)
PROGRESSIVE DISCIPLINE/JUST CAUSE. No regular employee shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system which shall include written warnings, probation and/or suspensions up to and including termination. Verbal counseling is a tool for improving performance and is not disciplinary. The level of discipline imposed is based on the act that led to discipline. The principles of just cause apply at all levels of discipline. The employee may request union representation to be present in an investigatory or disciplinary meetings per Section 4.5. Upon termination, an employee shall receive written notice from the Employer or Employer's agents stating the cause of termination.
View SourceView Similar (3)
PROGRESSIVE DISCIPLINE/JUST CAUSE. No employee covered by this Agreement who has successfully completed their Probationary Period shall be disciplined or discharged except for just cause. The Employer shall use a uniform progressive discipline system which shall include documented verbal warning, written warning, final written warning, probation and/or suspensions up to and including termination. However, maintenance of a progressive discipline system shall not preclude the Employer from imposing the level of discipline necessary to address the relative severity of the misconduct. In accordance with Section 5.3, the Employer may consider records of prior discipline when assessing the appropriate level of discipline in any matter; however, the Employer may not do so arbitrarily or capriciously. Further, the principles of just cause apply at all levels of discipline. The employee may request union representation to be present in an investigatory or disciplinary meetings per Section 5.5. Upon termination, an employee shall receive written notice from the Employer or Employer's agents stating the cause of termination.
View Source
PROGRESSIVE DISCIPLINE/JUST CAUSE. No teacher shall be disciplined or terminated except for good and just cause.
View Source

Related to PROGRESSIVE DISCIPLINE/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.

  • Supported Employment Natural Supports

  • Contract Termination; Debarment A breach of the contract clauses in paragraph 1 through 10 of this section may be grounds for termination of the contract, and for debarment as a contractor and a subcontractor as provided in 29 CFR 5.12.