DISCIPLINE, DEMOTION AND DISCHARGE. A. No employee shall be disciplined without cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge.
DISCIPLINE, DEMOTION AND DISCHARGE. The discipline, demotion or discharge of a full-time employee shall only be for just and sufficient cause. An employee discharged for just and sufficient cause, other than gross misconduct, shall be entitled to two (2) weeks’ notice or pay in lieu thereof.
DISCIPLINE, DEMOTION AND DISCHARGE. No employee shall be disciplined (including warnings, reprimands, suspensions, or discharges) for reasons which are arbitrary or capricious. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing.
DISCIPLINE, DEMOTION AND DISCHARGE. A. The District retains the right to discipline, demote, and discharge a secretary for just and reasonable cause and in accordance with the policies and provisions of this Agreement.
DISCIPLINE, DEMOTION AND DISCHARGE. A. The Board retains the right to discipline, demote, and/or discharge an employee for just and reasonable cause and with due process for violation of the terms of this Agreement. Such Board rights shall include but not be limited to dishonesty, drunkenness, conviction of a felony, repeated absence without cause, or repeated violation of established rules and regulations or policies. Prior to a recommendation to the Board of Education for dismissal of an employee, said employee shall be provided an administrative hearing. Such hearing shall be conducted so as to provide the employees the right of representation, knowledge of charges, opportunity to present witnesses and opportunity to cross-examine witnesses against the employee.
DISCIPLINE, DEMOTION AND DISCHARGE. Section 1 No employee shall be disciplined (including warnings, reprimands, suspensions, reduction in rank or occupational advantage, discharges or other actions of a disciplinary nature) without just cause. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing. Section 2 Progressive discipline will be practiced, commencing with verbal or written warnings for minor offenses, with written reprimands or suspensions for serious offenses, and with immediate termination of employment for major offenses.
DISCIPLINE, DEMOTION AND DISCHARGE. A. Employees will only be disciplined or discharged for reasons that are not arbitrary and capricious and after due process. Progressive discipline will be followed unless the nature of the misconduct is such that more harsh discipline is warranted. Employees may be disciplined for violation of the terms of this agreement or reasonable employee work rules. Disciplinary action or measures shall be corrective in nature and consist of the following:
DISCIPLINE, DEMOTION AND DISCHARGE. A. The Board retains the right to discipline and/or discharge an employee for just and reasonable cause and/or for violation of the terms of this Agreement. When discipline is needed, due process shall always be provided prior to implementation of such discipline, including the right of representation.
DISCIPLINE, DEMOTION AND DISCHARGE organization for the purpose of undermining the Association.
DISCIPLINE, DEMOTION AND DISCHARGE. A. After satisfactory completion of the probationary period which is 120 (one hundred and twenty) calendar days within the school year, no bargaining unit member shall be disciplined (including warnings, reprimands, suspensions, reductions in rank, discharged, or other actions of a disciplinary nature) for any reason without just cause. Discipline of personnel under the provisions of this Ageement will be conducted in accordance with the basic concepts of due process and Board Policy. A copy of the written disciplinary action given the bargaining unit members may be given to the Association President, if requested by the employee. Any complaint made against a bargaining unit member shall be promptly called to the attention of the bargaining unit member. If substantiated, a corrective procedure will be given except where there is just cause for discharge. This would also include allegations of wrongdoing regarding the employee’s private and personal life.
