DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:
DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. Section 10.1 The District shall have the right to discipline or discharge an employee for justifiable cause. Due process guidelines provided for information in Appendix A. The issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. Discipline by District administrators shall be imposed in a discreet manner with due respect shown for privacy of the employee. Discipline shall not be arbitrary or capricious.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code of British Columbia, the following standards shall be applied:
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 12.1 The District shall have the right to discipline or discharge an employee for justifiable cause. The issue of justifiable cause may be resolved only in accordance with the grievance procedure hereinafter provided.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. A. Employees and supervisors are encouraged to resolve matters concerning discipline through informal processes. Employees are entitled to Union Representation at meetings which may result in disciplinary action.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 15.1 The District shall give consideration to due process and progressive discipline in its discipline of employees covered by this Agreement. Although each personal situation merits individual investigation of the facts and circumstances, every effort will be made by the District to establish and maintain consistency and uniformity in discipline of employees.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. The District shall have the right to discipline or discharge an employee for sufficient just cause. No employee shall be disciplined without due process and just cause. The issue of sufficient just cause shall be resolved in accordance with Article XIV, Grievance Procedure, hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. The employee shall be entitled to have present a representative of the Association during any meeting that might reasonably be expected to lead to disciplinary action. When a request for such representation is made, no action shall be taken until such representative of the Association is present. In no case shall such a meeting be delayed more than forty-eight (48) hours in order to accommodate the representative.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. Section 12.1. The District shall have the right to discipline or discharge an employee for just cause. The issue of just cause shall be resolved in accordance with the grievance procedure hereinafter provided. The District will follow a practice of progressive discipline which would normally include documented verbal warnings, written reprimands, and suspension where appropriate prior to termination. Progressive discipline practices will not apply where the precipitating behavior warrants immediate suspension or termination. Upon request, an employee may have a representative of the Union present during any disciplinary action. When a request for such representation is made and a Union representative is not available, any disciplinary action will be postponed for a maximum of two (2) workdays to afford an opportunity for a Union representative to be present. If the District has reason to reprimand an employee, it shall be done in a manner, which will not embarrass the employee before other employees or the public. Investigations shall be completed in a timely manner.
DISCIPLINE AND DISCHARGE OF EMPLOYEES. 20.01 Discipline and Discharge of Employees 46
