Common use of Disciplinary Procedures Clause in Contracts

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available. B. Employees seeking representation are responsible for contacting their representative. C. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, 44.1 Plunket will act in accordance with the principles of natural justice when dealing with any instance of alleged misconduct on the part of an employee has the right to a union representative at an investigatory interview called by the Employer, if employee. Plunket will advise the employee reasonably believes discipline could result. If of the requested representative is not reasonably availablespecific matter or matters of concern, and will allow the employee a reasonable opportunity to provide an explanation of the matter. 44.2 In all matters of alleged misconduct, the employee will select another representative who is available. B. Employees seeking shall have the opportunity of obtaining assistance and representation are responsible for contacting from NZNO or their other representative. C. The role 44.3 Plunket may choose to suspend the employee on full pay to take time to fully investigate any issues of serious misconduct in accordance with Plunket’s disciplinary policy and procedures. 44.4 If, following proper investigation, an offence is found to warrant disciplinary action the nature of the representative disciplinary action (whether it is to provide assistance and counsel be dismissal, warning, or other action) shall be promptly communicated by Plunket to the employee, rather than serve as an adversary to the investigator. The exercise employee may request to have their NZNO or other representative present at any meeting conveying such warnings ▇▇.▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ with at least one month's notice of rights in this Article will not interfere any redundancy situation and shall enter into discussions with them with the Employer’s right primary and initial objective of seeking mutually agreed redeployment. Such notice to conduct NZNO will be at least one month before the investigationintended date of termination. 28.2 Discipline‌ A. Employers 45.2 For all employees other than Senior Nurses and Family Start employees, redundancy will not discipline any permanent employee without just causebe as per the Plunket Staff Redundancy Agreement in Schedule 1. B. Discipline includes oral 45.3 For Senior Nurses employed by Plunket as at 10 May 2002 who have had continuous service prior to this date and written reprimandswhere their redundancy entitlement exceeds three months’ salary on 10 May 2002, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will shall be identified as such and, if documented, such documentation will be placed in covered by the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee“Plunket Staff Redundancy Agreement”. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has 45.4 For Senior Nurses employed after 10 May 2002 they shall not be covered by the authority to determine the method of conducting investigations“Plunket Staff Redundancy Agreement. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will ” These Employees shall be entitled to payment receive redundancy compensation of salary for time three months’ base salary, which shall include one month’s notice. 45.5 For Family Start employees: In the employee would otherwise have been scheduled event the Employee's employment is to work had seven (7) calendar days notice been given. Howeverbe terminated by reason of redundancy, the Employer may discharge an Employee will be provided in writing with one month’s notice. The employee immediately without is entitled to redundancy compensation as follows: 45.5.1 For the first year of service, six weeks’ pay in lieu based on the Employee’s current base salary. 45.5.2 For each subsequent year of service or part thereof, two weeks’ pay based on the seven (7) calendar days notice period if, in Employee’s current base salary. 45.5.3 The maximum payment that the EmployerEmployee is entitled to receive by way of redundancy compensation is limited to 14 weeks’ pay based on the Employee’s determination, the continued employment of the employee during the notice period would jeopardize the good of the collegecurrent base salary.

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available. B. Employees seeking representation are responsible for contacting their representative. C. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded; however, federal laws and/or regulations related to Title IX will be followed by the institution, even if those laws and regulations conflict with this Agreement. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30, except where precluded by federal laws and/or regulations related to Title IX. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days days’ written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days days’ notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days days’ notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days days’ notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, 43.1 Plunket will act in accordance with the principles of natural justice when dealing with any instance of alleged misconduct on the part of an employee has the right to a union representative at an investigatory interview called by the Employer, if employee. Plunket will advise the employee reasonably believes discipline could result. If of the requested representative is not reasonably availablespecific matter or matters of concern, and will allow the employee a reasonable opportunity to provide an explanation of the matter. 43.2 In all serious matters of misconduct, the employee will select another representative who is available. B. Employees seeking shall have the opportunity of obtaining assistance and representation are responsible for contacting from NZNO or their other representative. C. The role 43.3 Plunket may choose to suspend the employee on full pay to take time to fully investigate any issues of serious misconduct in accordance with Plunket’s disciplinary policy and procedures. 43.4 If, following proper investigation, an offence is found to warrant disciplinary action the nature of the representative disciplinary action (whether it is to provide assistance and counsel be dismissal, warning, or other action) shall be promptly communicated by Plunket to the employee, rather than serve as an adversary to the investigator. The exercise employee may request to have their NZNO or other representative present at any meeting conveying such warnings ▇▇.▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ with at least one month's notice of rights in this Article will not interfere any redundancy situation and shall enter into discussions with them with the Employer’s right primary and initial objective of seeking mutually agreed redeployment. Such notice to conduct NZNO will be at least one month before the investigationintended date of termination. 28.2 Discipline‌ A. Employers 44.2 For all employees other than Senior Nurses and Family Start employees, redundancy will not discipline any permanent employee without just causebe as per the Plunket Staff Redundancy Agreement in Schedule 1. B. Discipline includes oral 44.3 For Senior Nurses employed by Plunket as at 10 May 2002 who have had continuous service prior to this date and written reprimandswhere their redundancy entitlement exceeds three months’ salary on 10 May 2002, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will shall be identified as such and, if documented, such documentation will be placed in covered by the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee“Plunket Staff Redundancy Agreement”. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has 44.4 For Senior Nurses employed after 10 May 2002 they shall not be covered by the authority to determine the method of conducting investigations“Plunket Staff Redundancy Agreement. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will ” These Employees shall be entitled to payment receive redundancy compensation of salary for time three months’ base salary, which shall include one month’s notice. 44.5 For Family Start employees : In the employee would otherwise have been scheduled event the Employee's employment is to work had seven (7) calendar days notice been given. Howeverbe terminated by reason of redundancy, the Employer may discharge an Employee will be provided in writing with one month’s notice. The employee immediately without is entitled to redundancy compensation as follows: 44.5.1 For the first year of service, six weeks’ pay in lieu based on the Employee’s current base salary. 44.5.2 For each subsequent year of service or part thereof, two weeks’ pay based on the seven (7) calendar days notice period if, in Employee’s current base salary. 44.5.3 The maximum payment that the EmployerEmployee is entitled to receive by way of redundancy compensation is limited to 14 weeks’ pay based on the Employee’s determination, the continued employment of the employee during the notice period would jeopardize the good of the collegecurrent base salary.

Disciplinary Procedures. ‌43.1 Plunket will act in accordance with the principles of natural justice when dealing with any instance of alleged misconduct on the part of an employee. Plunket will advise the employee of the specific matter or matters of concern, and will allow the employee a reasonable opportunity to provide an explanation of the matter. 28.1 Representation‌43.2 In all serious matters of misconduct, the employee shall have the opportunity of obtaining assistance and representation from NZNO or their other representative. A. Upon request43.3 Plunket may choose to suspend the employee on full pay to take time to fully investigate any issues of serious misconduct in accordance with Plunket’s disciplinary policy and procedures. 43.4 If, following proper investigation, an offence is found to warrant disciplinary action the nature of the disciplinary action (whether it is to be dismissal, warning, or other action) shall be promptly communicated by Plunket to the employee. The employee may request to have their NZNO or other representative present at any meeting conveying such warnings ▇▇.▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ with at least one month's notice of any redundancy situation and shall enter into discussions with them with the primary and initial objective of seeking mutually agreed redeployment. Such notice to NZNO will be at least one month before the intended date of termination. 44.2 For all employees other than Senior Nurses, redundancy will be as per the Plunket Staff Redundancy Agreement in Schedule 1. 44.3 For Senior Nurses employed by Plunket as at 10 May 2002 who have had continuous service prior to this date and where their redundancy entitlement exceeds three months’ salary on 10 May 2002, shall be covered by the “Plunket Staff Redundancy Agreement”. 44.4 For Senior Nurses employed after 10 May 2002 they shall not be covered by the “Plunket Staff Redundancy Agreement.” These Employees shall be entitled to receive redundancy compensation of three months’ base salary, which shall include one month’s notice. 44.5 Equalisation allowance Where, as part of an organisational change, an employee has is offered and accepts a role where the right to a union representative at an investigatory interview called by rate of pay for the Employernew position is less than that which applied in their former position, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available. B. Employees seeking representation are responsible for contacting their representative. C. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands they will be identified as such andpaid an equalisation allowance, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8preserve their former rate of pay for a period of 12 months. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose discipline, which This allowance is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in abated by any pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment of the employee increases during the notice period would jeopardize the good of the collegeallowance is being paid.

Disciplinary Procedures. ‌ 28.1 Representation‌10.1 It is the intention of the Parties that both the Union and the Town be kept informed about matters having a substantial effect upon the conditions of employment in the Bargaining Unit. To accomplish this objective, the Parties agree that: A. Upon requestThe Union or its President shall be given a two (2) week advance notice of any non-disciplinary layoff or demotion affecting the Bargaining Unit or members thereof. B. A superior officer may issue an oral reprimand for minor infractions. At the Chiefs discretion, a record of the same may be entered in an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could resultindividual’s personnel file. If the requested representative oral reprimand is not reasonably availablerecorded in the member’s personnel file, the employee member will select another representative who is available. B. Employees seeking representation are responsible for contacting their representativebe given the opportunity to file a written response with the reprimand. C. The role Any employee who is formally charged within an alleged violation of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy rules of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose disciplinePolice Department, which is then subject to the grievance procedure set forth may result in Article 30. Oral and written reprimandsother than oral reprimand, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment a Departmental hearing. Employees will be allowed to have a Unit Employee Representative observe but not participate in such Hearings. D. Any employee in the Bargaining Unit receiving a letter of salary dismissal, demotion, reduction in base pay, suspension or reprimand shall be advised in writing that he/she is entitled to Union representation in an appeal Hearing before the Town Administrator, which will be conducted in two (2) separate parts: 1. The determination of just cause for time such disciplinary action; and 2. The determination of the appropriateness of the penalty. E. Employee dismissals and dismissal appeals shall be consistent with this agreement, statute(s) and regulations created pursuant to such statute(s). F. All unit employees shall be allowed to inspect their personnel files during normal working hours. Normal working hours, for this section, will be Monday through Friday between the hours of 9:00 a.m. and 4:00 p.m. Such inspection shall be made subject to prior arrangement with the Employer. Every employee would otherwise shall be informed as to the existence and location of all official personnel files and have been scheduled access to work had seven (7) calendar days notice been giventheirs. HoweverAn employee may receive a copy of documents contained in his/her personnel file at the current reproduction cost of the Town as determined by the Town. 10.2 Every employee who is instructed to appear for a Departmental Hearing regarding an alleged violation of the rules of the Police Department, which may result in disciplinary action, shall be so advised in advance. 10.3 Except as expressly limited by a provision or provisions of this Agreement, the Employer may discharge an employee immediately without pay in lieu Town of Durham shall continue to exercise its right to establish, alter, and carry out disciplinary procedures. The Town shall furnish a copy of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment rules of the employee during the notice period would jeopardize the good of the collegePolice Department to each employee.

Disciplinary Procedures. ‌Discipline is an administrative response to unprofessional conduct, failure to meet professional responsibilities or continued documented unsatisfactory performance. Unless the behavior or instance is unlawful, unsafe, or results in the inability to perform one’s professional duties, the following steps will be followed: 28.1 Representation‌1. When the Employer receives a formal complaint against a faculty member that may result in disciplinary action, the appropriate administrator will notify the faculty member and the AHE President within 10 contract days of receipt. A. Upon request2. Within 10 contract days of determining that a formal complaint or a discovery of employee conduct that requires investigation by law will prompt an investigation and possible subsequent disciplinary action, the employee and the AHE President will be notified in writing by the Executive Director of Human Resources or his/her designee. The notification will include a substantive explanation of the nature of the complaint. 3. At the discretion of the Executive Director of Human Resources, the investigation may be conducted by a WVC administrator or an independent third party. If the complaint originates from the employee’s supervisor, the Executive Director of Human Resources will assign the investigation to an alternate administrator or an independent third party. The employee has shall have the right to have an AHE representative present in any investigatory meeting. When a union request for such representation is made, no further action shall be taken until the representative at an investigatory interview called is present. Such meeting shall occur within 10 days of the request for representation. Exceptions to the 10-day timeline are subject to mutual written agreement by the Employeremployee, if AHE and appropriate administrator. 4. Within 10 contract days of the completion of the investigation, the employee reasonably believes discipline could resultand the AHE President will be notified of its completion and provided a copy of the findings, the investigation report, and any supporting documents. If Within 10 days of notification, and prior to imposition of any disciplinary action, the requested representative is not reasonably availableparties will meet. In all cases, the employee will select another be provided with the documents listed above at least two contract days prior to the meeting between the parties. The employee shall have the right to have an AHE representative who is available. B. Employees seeking representation present at the meeting. The administrator will explain the findings and state the possible disciplinary action, if any. The employee will have the opportunity to respond to the findings, the investigation report, the supporting documents and any proposed disciplinary action. Exceptions to the 10-day timelines are responsible for contacting their representative. C. The role of the representative is subject to provide assistance and counsel to mutual written agreement by the employee, rather than serve as an adversary AHE and appropriate administrator. 5. Within 10 contract days of the conclusion of the meeting, the administrator will determine the level of discipline to be imposed, if any, and inform the investigatoremployee and the AHE President in writing. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be signed by the employee, indicating only receipt, and placed in the supervisoremployee’s file only, subject personnel file. The 10-day timeline may be extended if additional investigation is needed prior to removal in accordance with Section 33.8making a decision about the imposition of disciplinary action. 6. When disciplining an employeeIf disciplinary action is taken, the Employer administrator will make inform the employee of his/her right to submit a reasonable effort written rebuttal to protect be included in the privacy personnel file along with the documentation of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are supersededdiscipline. The Employer has rebuttal must be submitted within 20 days of receiving the authority to determine the method documentation of conducting investigationsdiscipline. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, an employee has the right to a union representative at an investigatory Page 35 interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another union designated representative who is available. B. Employees seeking representation are responsible for contacting their union designated representative. C. The role of the union designated representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌Discipline A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a take reasonable effort to protect the privacy of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded; however, federal laws and/or regulations related to Title IX will be followed by the institution, even if those laws and regulations conflict with this Agreement. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30, except where precluded by federal laws and/or regulations related to Title IX. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days days’ written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days days’ notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days days’ notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days days’ notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.