Discipline and Termination of Employment. The Municipality retains the right to discipline or discharge an employee for just cause.
Discipline and Termination of Employment. 20.01 The Union will be provided with a copy of Company policies regarding employee conduct and discipline and with copies of amendments to those policies or new policies prior to implementation.
Discipline and Termination of Employment. The Employer retains the right to discharge an employee with status for just cause provided, where applicab le, progressive disciplinary measures have been satisfied. Just cause shall be generally defined as any legitimate business or disciplinary reason. Just cause shall include, but is not limited to, offenses such as theft, fighting, assault of a fellow employee, insubordination, gross disobedience, substandard performance or productivity, absence of an employee for three (3) consecutive working days without approval, habitual absenteeism and any reason set forth as follows:
Discipline and Termination of Employment. 22.1 The Hospital shall not discipline a bargaining unit LPN without just cause.
Discipline and Termination of Employment. 11.1.1 Discipline action may be imposed by PIC for just cause. The principles of progressive discipline shall be followed. Generally, that progression will include (1) oral reprimand, (2) written reprimand, (3) unpaid suspension from duty (or final written warning), and (4) termination of employment. PIC may combine or skip steps in progressive discipline depending upon the nature and severity of the disciplinary infraction. Other actions such as demotions, reassignment, etc. may also be taken. In cases of serious misconduct, serious disciplinary action (including termination of employment) may be taken directly. When PIC disciplines an employee for some infraction of rules or delinquency in professional performance, the employee shall be entitled, upon request, to have an AEIOU representative present. Unless an employee waives the right to Union representation, a copy of all disciplinary actions taken shall be forwarded to the Union’s business office on the date such action was taken.
Discipline and Termination of Employment. The Hospital shall not discharge or suspend an employee without just cause. A written notice of any discharge or suspension shall be given to the employee and a copy thereof shall be sent to the Union.
Discipline and Termination of Employment. 22 10.01 Discipline 22 10.02 Termination 22 10.03 Discipline Action Removed 22 ARTICLE 11 - HEALTH AND SAFETY 23 11.01 Medical Exam 23 11.02 Chronic Communicable Diseases 23 ARTICLE 12 – WORKWEEK 24 12.01 Hours Worked 24 12.02 Report of Time Worked 24 12.03 Breaks 24 12.04 Travel Time 24 12.05 Emergency Closing/Calamity Days 24 ARTICLE 13 - WORKING CONDITIONS 26 13.01 Subcontracting 26 13.02 Supervision of Students 26 13.03 Training 26 13.04 Substitutes 26 13.05 Complaints 26 ARTICLE 14 – PAYROLL 27 14.01 Payroll Process 27 14.02 Payroll Deductions 27 14.03 Direct Check Deposit 28 14.04 SERS Pick-up 29
Discipline and Termination of Employment. 12.01 Notice of Dismissal or Suspension 17 12.02 Employment Abandoned 18 12.03 Conflicting Employment with Employer 18 12.04 Re-employment after Voluntary Termination 18 ARTICLE 13 SENIORITY 18 13.01 Seniority Defined 18 13.02 Seniority Dates 18 13.03 Promotion 18 13.04 Loss of Seniority 19 13.05 Promotion, Transfer or Demotion 19 13.06 Seniority Lists 19 ARTICLE 14 - JOB DESCRIPTIONS 20 14.02 New and Changed Positions 20 ARTICLE 15 - SHIFT AND WEEKEND PREMIUMS 20 15.02 Responsibility Pay 21 ARTICLE 16 TECHNOLOGICAL CHANGE 21 16.01 Notification of Change 21 ARTICLE 17 - REDUCTION IN WORK FORCE 21
Discipline and Termination of Employment. The MOA and the Union jointly agree that a termination of employment is the most severe disciplinary action that the MOA can take. The MOA agrees to explore the alternatives available for disciplinary action prior to discharging the employee. The MOA retains the right to discipline and/or discharge an employee for just cause. The Municipality shall notify the Union of a proposed disciplinary and/or discharge action before the issuance of the proposed disciplinary and/or discharge action to allow the opportunity for a Union representative to be present when such disciplinary and/or discharge action is taken. The reasons for such disciplinary and/or discharge action are to be stated in writing, or by email notification, by the Municipality.
Discipline and Termination of Employment. The MOA retains the right to discipline an employee for just cause but agrees that in the case of discharge the designated Local Union representative shall be notified of the reason of such contemplated discharge prior to any action being taken against the employee, unless constraints preclude such notice. If the Local Union fails to grieve a discharge within ten (10) working days of the action, the right to grieve or arbitrate the action is forfeited.
