Cause for Discharge a. A Team Member, who has successfully completed the probationary period, shall only be disciplined and/or discharged for just cause. Disciplinary actions may be progressive and may include but are not limited to: written counseling, suspension and discharge. The parties agree that progressive discipline normally requires that a Team Member be given an opportunity to correct the deficiency, but that within the principle of progressive discipline, certain conduct may warrant immediate suspension or discharge when appropriate. This type of conduct includes, but is not limited to, dishonesty, incompetence, misconduct, insubordination, serious discourteous conduct toward a guest, walking off the job during a shift without prior permission, or drinking alcohol or use of controlled substance, or being under the influence thereof, during the Team Members shift.
Cause for Discharge. Failure by an employee to abide by the above provisions shall 27 constitute grounds for discharge of such employee; provided, that when an employee fails to fulfill 28 the above obligations the Union shall provide the employee and the County with a thirty (30) day 1 notification of the Union’s intent to initiate discharge action and during this period the employee may 2 make restitution in the amount which is overdue.
Cause for Discharge. The parties recognize and agree that the use of discipline and the procedures to be followed are designed to correct employee behavior and improve the work force.
Cause for Discharge. Nothing contained in this Agreement shall be deemed to restrain or limit the Company right to formulate and issue reasonable rules necessary for the efficiency of the operation and which are not contrary to any of the terms and conditions of this Collective Agreement and to enforce these rules through discipline, up to and including discharge. It is understood that the reasonableness of these rules and the discipline 'flowing from the contravention of these rules will be subject to the terms of the grievance procedure. Bulletin Boards Notices shall not be posted in the mill except on the official bulletin boards and permission of the General Superintendent must be obtained before the notice is posted. Fire Service In the case of fire all employees must assist in preventing the destruction of Company property. Fire apparatus must not be removed from its place or used except in cases of fire. the Plant No employees shall be permitted to leave the plant during working hours without the permission of the head of the department. Employees stopping work and leaving the job are required to punch out when leaving and punch in again on returning to the job. This does not refer to men who are specially instructed by the department head to go out for special reasons having to do with the job.
Cause for Discharge. An employee may be disciplined, suspended or discharged, but only for just cause, by the Employer.
Cause for Discharge. Incompetency. Bringing intoxicants into the mill. Reporting for duty under the influence of liquor. Smoking while on duty in prohibited areas. Refusal to comply with the Company's rules. Giving or taking of bribes of any nature, as an inducement to obtaining work or retaining a position. Reading of books or newspapers while on duty. Destruction, removal or waste of Company's property. Deliberate sleeping on duty.
Cause for Discharge a. No Associate, after having completed the introductory period, shall be disciplined and/or discharged except for just cause. The Employer shall follow a system of progressive discipline. The parties agree that progressive discipline normally requires, prior to suspension or discharge, that an Associate be given a written opportunity to correct the deficiency, but that within the principle of progressive discipline, the Employer may impose immediate suspension or discharge for just cause for dishonesty, incompetence, misconduct, insubordination, serious discourteous conduct toward a guest, failure to report to work without just cause, walking off the job during a shift, or drinking alcohol or use of controlled substance, or being under the influence thereof, during the Associates shift.
Cause for Discharge. No employee, after having completed his/her probationary period, may be demoted or terminated without just cause. Prior to any discharge for reasons other than:
Cause for Discharge. (a) No regular or steady extra employee, after having completed the probationary period under Section 20.01, shall be discharged except for just cause except as provided for in Section 10.07(a). Prior to any discharge for reasons other than dishonesty, willful misconduct, drunkenness, or drinking on the job, being under the influence of a controlled substance on duty, unlawful possession of a controlled substance or using a controlled substance at any time on the Employer’s premises, unlawful sale of a controlled substance at any time, refusing to submit to testing for drug or alcohol usage in accordance with the provisions of Section 6.01(b) of this Agreement, and serious improper behavior or discourtesy toward a customer or guest, failure to report for work without just cause, or walking off the job during a shift, such an employee must be given a written warning and a reasonable opportunity to correct the deficiency. Upon the discharge or suspension of any employee for reasons other than dishonesty, the reason therefore shall be given to the employee in writing, and a legible copy thereof shall be mailed or given to the Union within seventy-two (72) hours after the discharge or suspension. When an employee is discharged or suspended for willful misconduct, the notice shall contain the specific conduct or offense deemed by the Employer to constitute willful misconduct. Upon request by the Union, legible copies of all documents relied upon by the Employer in making the discharge or Tropicana Resort & Casino 8 suspension, including copies of any written complaints or reports concerning the employee, either by a customer, an outside agency, or by the Employer’s own employees, and copies of any relevant cash register tapes, shall be furnished to the Union within three (3) working days after such request. The names and addresses of customers who make written complaints against an employee shall be furnished to the Union on request if such are relied on by the Employer as a basis for discharge or suspension of the employee. An employee may not be discharged solely on the basis of verbal complaints by customers. The Union shall furnish the Employer with copies of its inquiry to guests and of the guests’ responses to any Union inquiry within seventy-two (72) hours of receipt. Copies of videotapes shall also be provided upon request, provided the Employer has the copying capability and if the Union pays the reasonable costs for furnishing the copy.
Cause for Discharge. The parties agree that the employees form a relatively small work force and perform an essential service in keeping the streets and other public areas of the Town safe for the public and for this reason the Employer cannot tolerate persistent failure or inability to perform the necessary work, absence from work, lateness or insubordination. If an employee is found to be incapacitated, absent or late or fails to carry out instructions without reasonable excuse of which the Employer may, in the first instance warn the employee verbally, in the second instance warn the employee in writing, and on the third or following instance may discharge the employee.
