DISCIPLINE & DISCHARGE. 21.01 The Employer may warn, suspend, demote or discharge an employee for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved, and forwarded to the office of the Union at the time they are issued.
DISCIPLINE & DISCHARGE. Dismissal, suspension and/or any other disciplinary action with respect to seniority employees shall be only for just and stated causes with the seniority employee having the right to defend himself against any and all charges. Probationary employees, who do not have seniority, are employed ‘at will’. When the Employer feels that disciplinary action with respect to a seniority employee is warranted, such action must be initiated within fifteen (15) working days of the occurrence of the condition giving rise to the action, or within fifteen (15) working days of the date that it is reasonable to assume that the Employer first became aware of the condition giving rise to the discipline. Written notification of dismissal, suspension or other disciplinary action shall be sent to the employee and the Union. Among the causes which shall be deemed sufficient for dismissal, suspension and/or other disciplinary action are the following:
DISCIPLINE & DISCHARGE. Section 15.1 The Employer shall not discipline, suspend or discharge an employee without just cause, but in respect to discharge or suspension shall give at least one (1) warning letter of the complaint against such employee (except employees on probation) to the employee in writing and a copy of same to the union, except that no warning letter need be given to an employee before he is discharged or suspended if the cause of such discharge or suspension is for theft, gross insubordination, or drunkenness on duty and/or issues of parallel magnitude. Employees who are required by the Employer to participate in an investigation shall be notified in writing as soon as reasonably practicable in advance of the meeting date. Said written notice shall clearly state the employee has the right to a union representative. Employees who are required by the Employer to participate in an investigation meeting outside of their work hours shall be compensated in accordance with the provisions of this Agreement. Notices of discipline as herein provided shall not remain in effect for a period of more than twenty-four (24) months from the date of issuance of said notices of discipline after which it shall be removed from the employee's personnel file. Warning letters to be considered valid, must be issued within fifteen (15) workdays after the occurrence of the violation or within fifteen (15) workdays of the Employer's knowledge of the violation claimed by the Employer in such warning letter. Suspension and discharge actions will be issued in a timely manner. However, in accordance with the Washington State Administrative Code (WAC), any discipline administered for sexual misconduct, verbal or physical abuse as defined in WAC 181-88 may not be removed. The Employer shall conduct all disciplinary investigations in a timely manner.
DISCIPLINE & DISCHARGE. 24.1 Disciplinary action may be imposed upon an employee only for just cause. Any disciplinary action imposed upon an employee may be processed as a grievance through the regular grievance procedure as outlined in Article 25. If the appointing authority 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. Initial minor infractions, irregularities, or deficiencies shall be privately brought to the attention of the employee. After a period of one year, if the employee has not committed any further infractions of appropriate rules and regulations, written reprimands shall be expunged from the employee's personnel records, oral reprimands shall be removed from the personnel file after six months. Each employee shall be furnished with a copy of all performance evaluations or disciplinary entry in their personnel record and shall be permitted to respond thereto. The contents of an employee's personnel record shall be disclosed to the employee upon the employee's request and shall be disclosed to the employee's Union representative. Where appropriate, disciplinary action or measures shall include only the following:
DISCIPLINE & DISCHARGE. A. Dismissal, suspension and/or any other disciplinary action shall be only for just and stated causes with the employees having the right to defend themselves against any and all charges. Written notification of dismissal, suspension or other disciplinary action shall be sent to the employee and the Union. Among, but not limited to, the causes which shall be deemed sufficient for dismissal, suspension, demotion or other disciplinary action are the following:
DISCIPLINE & DISCHARGE. 13.01 JUST CAUSE - No employee shall be discharged or disciplined except for just cause. If a meeting may result in disciplinary action or discharge, the employee concerned shall be advised by the Employer that he/she has the right to have a Union xxxxxxx present at such meeting. An employee shall be informed in writing of the reasons for disciplinary action taken against him/her.
DISCIPLINE & DISCHARGE. The College will not discharge or discipline an Employee during the term of the Employee's individual contract, or decline to offer an Employee a contract for the next Academic Year, without just cause provided, however, that this Article X shall not apply to the nonrenewal of the contract of an Employee who will not have completed more than two (2) Academic Years as an Employee of the College at the end of the current Academic Year or to the nonrenewal of a contract for the reasons set forth in Section 11.03 of Article XI of this Agreement.
DISCIPLINE & DISCHARGE. The Board shall not discipline or discharge any employee covered by this Agreement without due process. Any meeting which the employee involved feels likelihood exists for discipline or discharge, he/she may request an Association representative be present. The Board agrees, upon the discharge or suspension of an employee, to notify, in writing, the Association president of the discharge or suspension. The Board agrees that if the employee has not had an opportunity to consult with an Association representative prior to the discharge or disciplinary suspension, the Administration will, upon request, allow the employee to meet with an available Association representative before being required to leave school property, when practical. Such meeting shall not unnecessarily interfere with the provision of services, nor unduly delay the employee’s departure. Any complaint determined by the Administration to be serious shall be called to the employee’s attention. The concept of progressive discipline will be used when employees have to be disciplined or discharged.