DISCIPLINARY AND DISMISSAL PROCEDURES. 4.2.1 The Employee should note the provisions of this Agreement, the Employer’s Serious Misconduct and Misconduct rules in Schedule Four and Schedule Five of this Agreement, and any other policy statements as provided for from time to time by the Employer.
DISCIPLINARY AND DISMISSAL PROCEDURES. During the probation period, employee's employment is at will and the College may end the employee's employment for any legal reason or no reason at all. An employee may not grieve a dismissal that occurs during the probationary period. Disciplinary action, after the probationary period shall only be taken for just cause. Just cause shall mean that the employee knew or should have known that the act or acts engaged in were impermissible, that the College had evidence that the act or acts occurred, and that the College did not act in an arbitrary or capricious manner. The parties agree that inadequate performance may be grounds for performance management and possible dismissal, and that the College may dismiss an employee for inadequate performance without formal discipline. Prior to any adverse action, the employee shall be provided written notice outlining the performance concerns and shall be given an appropriate amount of time to correct the outlined deficiencies unless the performance concern is one that such notice and opportunity to improve is not appropriate. In the event a grievance is pursued to arbitration concerning dismissal based on inadequate performance, the arbitrator will be limited to considering whether the College determined in good faith that performance warranted dismissal. Discipline shall include oral and written reprimands or warnings placed in the employee's personnel file, suspension, demotion and dismissal.
DISCIPLINARY AND DISMISSAL PROCEDURES. 4.2.1 The Employee may be dismissed at any time without notice and/or without pay in lieu of notice subject to:
DISCIPLINARY AND DISMISSAL PROCEDURES. 335 A. During the probation period, employee's employment is at will and the College may end the 336 employee's employment for any legal reason or no reason at all. An employee may not grieve a 337 dismissal that occurs during the probationary period. 338 B. Disciplinary action, after the probationary period, shall only be taken for just cause. 339 340 “Just cause” includes that: 341 o the employee knew or should have known that the act or acts engaged in were impermissible, 342 o the College had evidence that the act or acts occurred, 343 o the College provided the employee with an opportunity to provide information concerning the 344 College’s concerns. 345 o the College did not act in an arbitrary or capricious manner 346 347 C. The parties agree that inadequate performance may be grounds for performance management and 348 possible dismissal, and that the College may dismiss an employee for inadequate performance 349 without formal discipline. 350 351 D. Prior to any adverse action, the employee shall be provided written notice outlining the 352 performance concerns and shall be given an appropriate amount of time to correct the outlined 353 deficiencies unless the performance concern is one that such notice and opportunity to improve is 354 not appropriate. 355 356 E. In the event a grievance is pursued to arbitration concerning dismissal based on inadequate 357 performance, the arbitrator will be limited to considering whether the College determined in good 358 faith that performance warranted dismissal. 359 360 F. Discipline actions may include: 361 o oral and written reprimands or warnings placed in the employee's personnel file 362 o demotion 363 o suspension 364 o dismissal 365
DISCIPLINARY AND DISMISSAL PROCEDURES. (a) General Principles Disciplinary and dismissal procedures will follow principles of procedural fairness and natural justice. The employees accept that should they be convicted of any offence which may fairly and reasonably be considered likely to directly impact on the employees ability to perform their employment obligations, the employees employment may be terminated with or without notice. In all cases (whether of serious misconduct or otherwise) the employee will:
DISCIPLINARY AND DISMISSAL PROCEDURES. 25.1 There are no disciplinary rules relating to the employment of the Director other than those arising out of this Agreement and the Company’s operating policies and procedures. However the Director is expected to conduct herself at all times in a manner suitable to her role and to exhibit the standard of behaviour commensurate of a Director.
DISCIPLINARY AND DISMISSAL PROCEDURES. 16.1 In the event of your employment being confirmed at the end of your probationary period, the Company's Disciplinary Procedure will be applicable to your employment, It does not form part of the terms and conditions of your employment. A copy of the disciplinary procedure can be found in the Disciplinary and Dismissal Policy and can be obtained from the HR Department.
DISCIPLINARY AND DISMISSAL PROCEDURES. 30.1 It is expected that in the great majority of cases, employees will conduct themselves properly and competently in their work. The parties to this Agreement agree that the following procedures are therefore intended to be used where such trust is considered to be abused or there is negligence of responsibility requiring formal admonishment or there exists a lack of competence in carrying out duties.
