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. 28.01 An on-duty Shop Xxxxxxx of the disciplined employee’s choice, or in the absence of a Shop Xxxxxxx, another employee from the bargaining unit of the reprimanded employee's choice providing that this employee is on the Employer’s premises at that time, shall be present when a member of the bargaining unit is being given a reprimand or is being suspended or discharged. A full-time Union Representative shall be entitled to attend any such meeting provided he or she is readily available to do so, within two (2) hours of any such action.
DISCIPLINE/DISCHARGE. 25.01 A Full-time Union Representative, Shop Xxxxxxx, or in the absence of a Shop Xxxxxxx, another employee from the bargaining unit chosen by the employee being disciplined, shall be present when a member of the bargaining unit is being disciplined or is being discharged unless the employee waives the right.
DISCIPLINE/DISCHARGE. No regular full‐time or part‐time employee shall be subject to written disciplinary action or discharge except for just cause. “Just cause” shall be defined to include the concept of progressive discipline (such as verbal and written reprimands and the possibility of suspension without pay, when appropriate). Progressive discipline shall not be applied when the nature of the offense requires immediate suspension and/or discharge. The Employer shall be the sole judge of the employee’s capability and competence; provided, however, that said judgment shall be exercised in good faith and based on established job criteria. A copy of all written disciplinary actions will be given to the employee. Employees shall be required to sign the written disciplinary action for the purpose of acknowledging receipt thereof. Employees will be given the opportunity to provide a written response to any written disciplinary actions to be included in their personnel file. An employee may require the attendance of a Unit Representative or a Union Representative during any investigatory meeting which may lead to disciplinary action. If an employee believes that a written disciplinary action or discharge is without proper cause, the employee may utilize the grievance procedure. An employee may request removal of a progressive guidance after one (1) year from Human Resources, if no further discipline of the same or similar nature has occurred. The decision to remove the progressive guidance rests solely with the Employer.
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. 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. 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. 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. 5.1 It is expressly understood that the employer shall have the right to discipline or discharge any employee for however, the Employer agrees that it shall not discipline or discharge any employee covered by the terms of the Agreement without just cause.
DISCIPLINE/DISCHARGE. (a) That all discipline including discharge shall be for just cause, and shall be imposed without unreasonable delay, subject only to the need for thorough investigation.