JUST CAUSE AND RIGHT TO REPRESENTATION Sample Clauses

JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline The Employer shall have the right to discipline employees and/or to discharge non- probationary employees for just cause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, unpaid or paid suspension, and termination/discharge (firing).
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JUST CAUSE AND RIGHT TO REPRESENTATION. Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just cause. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, suspension, and termination/discharge. Discipline should be issued in writing to the employee as expeditiously as possible. Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, the employer may in its sole discretion, and for reasonable cause, bypass any one or all of the steps of progressive discipline; examples of such serious misconduct are: stealing, job abandonment (leaving clients unattended), abuse of client, stealing time, lying in an investigation, falsification of documents (including time records). In the case of any form of discipline, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s) and the date of the infraction. The employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance. Fact-finding Prior to issuing any form of disciplinary action to an employee, an Employer shall attempt to meet with the employee to investigate and gather facts. The Employer shall advise the employee of the purpose of the investigatory meeting and that the meeting could lead to disciplinary action, and shall advise the employee of his/her right to request the presence of an advocate or Union representative in the meeting. If an employee requests the presence of an advocate or Union representative, the Employer will make a reasonable attempt to schedule a meeting when the participating advocate or Union representative and employee are available to meet. The unavailability of an advocate or Union staff representative for a meeting date shall not unreasonably delay or impede the Employer’s investigation or decision to take disciplinary action. When the employer requests a written statement in lieu of a meeting, the employer shall notify the employee of their right to consult their Advocate or the Member Resource Center prior to submission o...
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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 a) Just Cause and Progressive Discipline The Employer shall not have the right to discipline employees and/or to discharge non- probationary employees except for just cause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warnings, suspension, and termination/discharge. Discipline should be issued in writing to the employee no later than within fourteen (14) calendar days from the day of the incident or from the date the Employer became aware of the incident.
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JUST CAUSE AND RIGHT TO REPRESENTATION 
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Related to JUST CAUSE AND RIGHT TO REPRESENTATION

  • Employee Right to Representation 7.1 Where a supervisor or other Employer representative intends to meet with an employee:

  • 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 Any aggrieved person may be represented at all stages of the grievance procedure by himself/herself and, at his/her option, by a representative selected or approved by the Association. It is further recognized that any adjustment reached without a representative of the Association present shall be without prejudice to the Association.

  • 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.

  • Right of Representation An employee covered by this Agreement shall, under this Article, have the right to have an Association representative present at any time, subject to his requesting such representation.

  • G2 Warranties and Representations G2.1 The Contractor warrants and represents for the duration of the Contract that:

  • Warranties and Representations The Contractor warrants and represents that:

  • Appearance and Representation Hearings held under this procedure shall be conducted at a time and place that will afford a fair and reasonable opportunity for all persons entitled to be present to attend. When such hearings are during school hours, all persons who are required to participate shall be excused with pay for that purpose and that time shall not be deducted from the teacher's personal leave. School hours are defined herein as the hours during which the teacher is assigned direct control of the students.

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