{"component": "clause", "props": {"groups": [{"snippet": "42.01 Any employee who is suspended or dismissed shall within five (5) days of such suspension or dismissal, be provided with written notification which shall state the reasons for the suspension or dismissal.\n42.02 All dismissals, suspensions and other disciplinary action, shall be subject to formal grievance procedure as outlined in Article 12, if the employee so desires.\n42.03 The Employer shall notify an employee in writing of any dissatisfaction concerning his/her work within five (5) working days of the occurrence or discovery of the incident giving rise to the complaint. This notification shall include particulars of work performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her record for use against him/her at any time. This Clause shall apply in respect of any expression of dissatisfaction relating to his/her work or otherwise which may be detrimental to an employee's advancement or standing with the Employer.\n42.04 When employees are required to attend a meeting where a disciplinary decision concerning them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have, at their request, a representative of the Union attend the meeting.\n(a) Employees shall have the right, at any time, to have the assistance of a full-time representative(s) of the Union on all matters relating to employer/employee relations. Union representatives shall have access to the Employer's premises in order to provide the required assistance. Employees involved in such discussion or investigation of grievance shall not absent themselves from work except with permission from their supervisor and such permission will not be unreasonably withheld.\n(b) Employees shall have the right to have a Shop \u2587\u2587\u2587\u2587\u2587\u2587\u2587 present on all matters relating to employer/employee relations.\n42.06 If, upon investigation, the Employer feels that disciplinary action is necessary, such action shall be taken based on the Collective Agreement. In situations where the Employer is unable to investigate the matter to its satisfaction, but feels the employee should be removed from his/her place of employment, it shall be with pay.", "size": 222, "snippet_links": [{"key": "any-employee", "type": "clause", "offset": [6, 18]}, {"key": "suspension-or-dismissal", "type": "clause", "offset": [84, 107]}, {"key": "written-notification", "type": "definition", "offset": [126, 146]}, {"key": "other-disciplinary-action", "type": "clause", "offset": [248, 273]}, {"key": "subject-to", "type": "definition", "offset": [284, 294]}, {"key": "formal-grievance-procedure", "type": "definition", "offset": [295, 321]}, {"key": "article-12", "type": "definition", "offset": [337, 347]}, {"key": "the-employer-shall", "type": "clause", "offset": [383, 401]}, {"key": "an-employee", "type": "clause", "offset": [409, 420]}, {"key": "in-writing", "type": "clause", "offset": [421, 431]}, {"key": "working-days", "type": "definition", "offset": [495, 507]}, {"key": "discovery-of", "type": "clause", "offset": [529, 541]}, {"key": "work-performance", "type": "clause", "offset": [632, 648]}, {"key": "expression-of-dissatisfaction", "type": "clause", "offset": [724, 753]}, {"key": "at-any-time", "type": "clause", "offset": [820, 831]}, {"key": "this-clause", "type": "clause", "offset": [833, 844]}, {"key": "in-respect-of", "type": "clause", "offset": [857, 870]}, {"key": "relating-to", "type": "definition", "offset": [905, 916]}, {"key": "when-employees", "type": "clause", "offset": [1034, 1048]}, {"key": "required-to-attend", "type": "clause", "offset": [1053, 1071]}, {"key": "disciplinary-decision", "type": "definition", "offset": [1090, 1111]}, {"key": "by-the-employer", "type": "clause", "offset": [1143, 1158]}, {"key": "the-employees", "type": "clause", "offset": [1197, 1210]}, {"key": "representative-of-the-union", "type": "clause", "offset": [1253, 1280]}, {"key": "the-meeting", "type": "clause", "offset": [1288, 1299]}, {"key": "employees-shall", "type": "clause", "offset": [1305, 1320]}, {"key": "the-right", "type": "clause", "offset": [1326, 1335]}, {"key": "the-assistance", "type": "clause", "offset": [1358, 1372]}, {"key": "to-employer", "type": "definition", "offset": [1443, 1454]}, {"key": "employee-relations", "type": "clause", "offset": [1455, 1473]}, {"key": "union-representatives", "type": "clause", "offset": [1475, 1496]}, {"key": "to-the-employer", "type": "clause", "offset": [1515, 1530]}, {"key": "provide-the", "type": "clause", "offset": [1554, 1565]}, {"key": "required-assistance", "type": "clause", "offset": [1566, 1585]}, {"key": "investigation-of-grievance", "type": "clause", "offset": [1628, 1654]}, {"key": "from-work", "type": "clause", "offset": [1683, 1692]}, {"key": "right-to-have", "type": "clause", "offset": [1822, 1835]}, {"key": "based-on", "type": "definition", "offset": [2030, 2038]}, {"key": "the-collective-agreement", "type": "clause", "offset": [2039, 2063]}, {"key": "where-the-employer", "type": "clause", "offset": [2079, 2097]}, {"key": "place-of-employment", "type": "definition", "offset": [2209, 2228]}, {"key": "with-pay", "type": "definition", "offset": [2242, 2250]}], "samples": [{"hash": "1EzMQjrc01I", "uri": "/contracts/1EzMQjrc01I#discipline", "label": "Collective Agreement", "score": 29.3106479645, "published": true}, {"hash": "lQx5nF0bk7n", "uri": "/contracts/lQx5nF0bk7n#discipline", "label": "General Service Collective Agreement", "score": 26.1704311371, "published": true}, {"hash": "7uph4A96Vmg", "uri": "/contracts/7uph4A96Vmg#discipline", "label": "Collective Agreement", "score": 26.056810379, "published": true}], "hash": "3e9fedf16283d45cb57dd05a48957749", "id": 2}, {"snippet": "Disciplinary grievances will be initiated at the level at which the disputed action was taken.", "size": 274, "snippet_links": [{"key": "disciplinary-grievances", "type": "clause", "offset": [0, 23]}], "samples": [{"hash": "cRXFpahF6JI", "uri": "/contracts/cRXFpahF6JI#discipline", "label": "Collective Bargaining Agreement", "score": 36.1081390381, "published": true}, {"hash": "7Ez9fOriGjP", "uri": "/contracts/7Ez9fOriGjP#discipline", "label": "Collective Bargaining Agreement", "score": 35.8446884155, "published": true}, {"hash": "30IG7qXgTpC", "uri": "/contracts/30IG7qXgTpC#discipline", "label": "Collective Bargaining Agreement", "score": 35.8296318054, "published": true}], "hash": "ebf0a4c47531614ed314d157dfccd059", "id": 1}, {"snippet": "Section 13.1 The City reserves the right to discipline or discharge any non-probationary Employee for just cause. Any such discipline or discharge shall be subject to the Grievance or Appeals Procedure, as applicable. In the administration of this Article, all discipline shall be reasonably expedient, progressive in nature, based upon the circumstances of the offense and the Employee\u2019s performance record, and be corrective rather than punitive (except in the case of termination). This principle shall not apply to deliberate or serious offenses which may lead to an immediate demotion or discharge. Pursuant to Tulsa\u2019s Charter and Civil Service rules, probationary Employees have no due process or property rights in their positions until after completing the initial probationary period, which shall mean probationary Employees cannot file disciplinary related grievances or be the subject of such grievances.\nSection 13.2 The City and Union agree Employees shall be treated as consistently as possible as concerns the application of discipline and/or other actions regarding work rules as found within Appendix B Work Rules for Personal Conduct. This shall not preclude the rights of individual departments and managers to set forth specific rules or manners of operating their work areas which are related to the provision of specific services and the mission of their work sections.\nSection 13.3 If it is necessary to interview an Employee to discover information as part of an investigation, and the Employee has a reasonable belief that the interview may result in disciplinary action against him or her, the Employee has the right, upon request, to have a Union representative present. Management is not required to inform the employee of his/her witness rights; it is the Employee\u2019s responsibility to know and request Union representation. The Union representative shall be told the purpose of the meeting and be given reasonable time to confer with the Employee before the meeting. Employees have the right to not participate in such a meeting if management denies union representation and continues to question the Employee.\nSection 13.4 For minor offenses by an Employee, management has a responsibility to discuss such matter with the employee. Counseling of this type shall be held in private between the Employee and the supervisor. Counseling is not considered discipline and is not subject to the Grievance Procedure. A written Employee Counseling Record may be completed to document such counseling with a copy provided to the Employee. The Employee may provide a written response, which shall be retained with the written Employee Counseling Record. It is understood informal counseling sessions occur from time to time which may not be documented in any manner. Employee Counseling Records shall not be placed in the employee\u2019s official Human Resources Department file. However, should an Employee grieve or appeal any employment action in the future, counseling records may be used as evidence in these grievance hearings or appeals.\nSection 13.5 Management shall make a good faith effort to complete investigations into alleged offenses and to provide notification of hearing to Employees within thirty (30) calendar days from becoming aware of the alleged offense. A disciplinary action report should be offered to the Employee within seven (7) calendar days of completion of a final pre-action or pre-termination hearing resulting in discipline or termination. Upon Management providing written notice of a delay in the process stated above, Management will be given additional time. The written notice shall provide the Employee with an estimated date when the process shall be completed.\nSection 13.6 Employees shall be given the opportunity to have a Union \u2587\u2587\u2587\u2587\u2587\u2587\u2587 or representative, chosen by the Employee, present in any disciplinary hearing. Employees shall be notified in writing of any pre-action hearing at least two (2) working days (or equivalent work hours) prior to a pre-action hearing and five (5) working days (or equivalent work hours) prior to a pre-termination hearing. The written notification of hearings shall include: 1) general information concerning the alleged offense(s), 2) the work rule(s) violated (if any), 3) the policy or procedure(s) violated (if any), 4) the time, date and place of hearing, and 5) the right to have a Union \u2587\u2587\u2587\u2587\u2587\u2587\u2587 or representative at the hearing, 6) the name of the hearing officer.\nSection 13.7 Notice of a pre-action hearing means that the Employee is being considered for discipline involving a suspension without pay or demotion as a possible outcome of the hearing. Notice of a pre-termination hearing means that the employee is being considered for any level of discipline up to and including discharge as a possible outcome of the hearing.\nSection 13.8 Discipline above the level of written reprimand shall require a certified hearing officer from outside the department. An Employee must be afforded an opportunity to hear and discuss the charges and major supporting evidence against him/her prior to any decision being made. In any pre-action or pre-termination hearing, the burden of proof shall be upon management to show just cause for the subject discipline. Upon conclusion of a disciplinary hearing, the Union \u2587\u2587\u2587\u2587\u2587\u2587\u2587 or representative shall be afforded the opportunity to meet privately with the hearing officer for no more than ten (10) minutes prior to the hearing officer meeting with management representatives. Hearings shall be conducted by an impartial hearing officer designated by the Human Resources Director or designee. Upon conclusion of the hearing and the recommendation of the hearing officer, the Department Head shall make the final determination of discipline (if any).\nSection 13.9 Discipline shall include: written reprimands, suspensions without pay, demotions, and discharges. Employees disciplined shall be given a copy of such discipline at the time such action is taken. This document shall include the specific reasons for such discipline such as, approximate time and location, specific work rule or regulation violated, action of the employee and if appropriate, recommend corrective action to the Employee. A non-probationary Employee shall have the right to appeal or grieve such discipline as provided under Article 14 of this Agreement or under the administrative grievance procedure provided within Section 400 of the Personnel Policies and Procedure Manual, as appropriate.\nSection 13.10 Pending a pre-action or pre-termination hearing, the City may suspend an Employee until investigation of the incident is completed and will normally place the Employee on paid administrative leave. In cases where the Employee is on paid administrative leave, the Department shall have sole authority to determine the length of paid administrative leave due to investigation process considerations and/or upon receipt of an extension request from the Union. If the Employee has been involved with a possible criminal offense, the employee shall be placed on either authorized personal leave or leave without pay and the timeframes for investigation and the pay status determination shall be solely at management\u2019s discretion.\nSection 13.11 It is understood that previous disciplinary issues shall be considered part of the progressive disciplinary process regardless of similarity. However, disciplinary actions shall normally be considered in future disciplinary reviews for a maximum of only two (2) years, except in cases involving unusually serious offenses including but not limited to allegations of discrimination or sexual harassment, or harassment based on other protected characteristics. Any documentation relating to a specific disciplinary action overturned through either the grievance or appeal procedure shall be removed from the Employee\u2019s Human Resources Department file and the Employee\u2019s official personnel file within his/her department.\nSection 13.12 Employees shall be allowed to review and copy contents of his/her Human Resources personnel file under appropriate supervision and with reasonable advance notice. Stewards or other Union representatives shall also be allowed to review and copy the contents of an Employee\u2019s Human Resources personnel file with dated, written authorization from such Employee. The written authorization shall include a statement that the Employee releases the Employer from all liability regarding the disclosure of these records. The Union agrees to defend, indemnify, and to hold the Employer harmless for any legal proceeding arising from the disclosure of these records.\nSection 13.13 It is agreed reduction of accrued vacation in lieu of suspension without pay is an effective means of corrective discipline. Vacation leave accrual reduction in lieu of suspension without pay for excessive absenteeism shall be offered to an Employee and, if accepted by an Employee, shall be considered a suspension without pay for purposes of progressive discipline. An Employee who commits a non-absentee offense for which the Employee could be suspended without pay, may, at the sole discretion of the Employee\u2019s supervisor, be offered a vacation leave accrual reduction in lieu of suspension without pay, which, if accepted, shall be considered a suspension without pay for purposes of progressive discipline. Only one vacation leave accrual reduction may be imposed during any twelve", "size": 140, "snippet_links": [{"key": "the-city", "type": "clause", "offset": [13, 21]}, {"key": "right-to-discipline-or-discharge", "type": "clause", "offset": [35, 67]}, {"key": "any-non", "type": "clause", "offset": [68, 75]}, {"key": "employee-for-just-cause", "type": "clause", "offset": [89, 112]}, {"key": "subject-to-the", "type": "definition", "offset": [156, 170]}, {"key": "appeals-procedure", "type": "clause", "offset": [184, 201]}, {"key": "administration-of", "type": "clause", "offset": [225, 242]}, {"key": "this-article", "type": "definition", "offset": [243, 255]}, {"key": "performance-record", "type": "definition", "offset": [389, 407]}, {"key": "in-the-case", "type": "clause", "offset": [456, 467]}, {"key": "serious-offenses", "type": "clause", "offset": [533, 549]}, {"key": "pursuant-to", "type": "clause", "offset": [604, 615]}, {"key": "civil-service-rules", "type": "clause", "offset": [636, 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1201]}, {"key": "specific-rules", "type": "definition", "offset": [1240, 1254]}, {"key": "work-areas", "type": "clause", "offset": [1285, 1295]}, {"key": "related-to", "type": "clause", "offset": [1306, 1316]}, {"key": "provision-of", "type": "clause", "offset": [1321, 1333]}, {"key": "services-and", "type": "clause", "offset": [1343, 1355]}, {"key": "the-mission", "type": "clause", "offset": [1356, 1367]}, {"key": "section-133", "type": "clause", "offset": [1392, 1404]}, {"key": "employee-has", "type": "clause", "offset": [1510, 1522]}, {"key": "reasonable-belief", "type": "definition", "offset": [1525, 1542]}, {"key": "the-interview", "type": "clause", "offset": [1548, 1561]}, {"key": "action-against", "type": "clause", "offset": [1589, 1603]}, {"key": "upon-request", "type": "definition", "offset": [1644, 1656]}, {"key": "union-representative-present", "type": "clause", "offset": [1668, 1696]}, {"key": "is-not-required-to", "type": "clause", "offset": [1709, 1727]}, {"key": "purpose-of-the-meeting", "type": "clause", "offset": [1896, 1918]}, {"key": "time-to-confer", "type": "clause", "offset": [1943, 1957]}, {"key": "before-the-meeting", "type": "clause", "offset": [1976, 1994]}, {"key": "participate-in", "type": "definition", "offset": [2028, 2042]}, {"key": "union-representation-and", "type": "clause", "offset": [2079, 2103]}, {"key": "section-134", "type": "clause", "offset": [2140, 2152]}, {"key": "minor-offenses", "type": "clause", "offset": [2157, 2171]}, {"key": "to-discuss", "type": "definition", "offset": [2220, 2230]}, {"key": "in-private", "type": "definition", "offset": [2300, 2310]}, {"key": "the-supervisor", "type": "clause", "offset": [2336, 2350]}, {"key": "the-grievance-procedure", "type": "clause", "offset": [2414, 2437]}, {"key": "employee-counseling", "type": "clause", "offset": [2449, 2468]}, {"key": "copy-provided", "type": "clause", "offset": [2528, 2541]}, {"key": "to-the-employee", "type": "clause", "offset": [2542, 2557]}, 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"or-equivalent", "type": "definition", "offset": [3972, 3985]}, {"key": "work-hours", "type": "clause", "offset": [3986, 3996]}, {"key": "prior-to-a", "type": "clause", "offset": [3998, 4008]}, {"key": "written-notification", "type": "definition", "offset": [4121, 4141]}, {"key": "concerning-the", "type": "clause", "offset": [4192, 4206]}, {"key": "the-work", "type": "definition", "offset": [4230, 4238]}, {"key": "the-policy", "type": "definition", "offset": [4269, 4279]}, {"key": "place-of-hearing", "type": "clause", "offset": [4337, 4353]}, {"key": "right-to-have", "type": "clause", "offset": [4366, 4379]}, {"key": "section-137", "type": "clause", "offset": [4466, 4478]}, {"key": "suspension-without-pay", "type": "definition", "offset": [4581, 4603]}, {"key": "level-of-discipline", "type": "clause", "offset": [4742, 4761]}, {"key": "section-138", "type": "clause", "offset": [4830, 4842]}, {"key": "an-employee-must", "type": "clause", "offset": [4962, 4978]}, {"key": "the-charges", "type": "clause", "offset": [5026, 5037]}, {"key": "supporting-evidence", "type": "definition", "offset": [5048, 5067]}, {"key": "burden-of-proof", "type": "definition", "offset": [5168, 5183]}, {"key": "conclusion-of", "type": "clause", "offset": [5261, 5274]}, {"key": "opportunity-to-meet", "type": "clause", "offset": [5357, 5376]}, {"key": "prior-to-the", "type": "clause", "offset": [5446, 5458]}, {"key": "management-representatives", "type": "clause", "offset": [5488, 5514]}, {"key": "impartial-hearing-officer", "type": "clause", "offset": [5550, 5575]}, {"key": "human-resources-director-or-designee", "type": "clause", "offset": [5594, 5630]}, {"key": "recommendation-of-the-hearing-officer", "type": "clause", "offset": [5671, 5708]}, {"key": "department-head-shall", "type": "definition", "offset": [5714, 5735]}, {"key": "determination-of-discipline", "type": "clause", "offset": [5751, 5778]}, {"key": "section-139", "type": "clause", "offset": [5789, 5801]}, {"key": "written-reprimands", "type": "clause", "offset": [5828, 5846]}, {"key": "suspensions-without-pay", "type": "clause", "offset": [5848, 5871]}, {"key": "a-copy-of", "type": "clause", "offset": [5937, 5946]}, {"key": "at-the-time", "type": "definition", "offset": [5963, 5974]}, {"key": "time-and-location", "type": "clause", "offset": [6087, 6104]}, {"key": "specific-work", "type": "clause", "offset": [6106, 6119]}, {"key": "rule-or-regulation", "type": "definition", "offset": [6120, 6138]}, {"key": "corrective-action", "type": "definition", "offset": [6202, 6219]}, {"key": "a-non", "type": "clause", "offset": [6237, 6242]}, {"key": "right-to-appeal", "type": "clause", "offset": [6280, 6295]}, {"key": "article-14", "type": "definition", "offset": [6340, 6350]}, {"key": "agreement-or", "type": "definition", "offset": [6359, 6371]}, {"key": "administrative-grievance", "type": "definition", "offset": [6382, 6406]}, {"key": "policies-and-procedure-manual", "type": "clause", "offset": [6462, 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"other-union-representatives", "type": "clause", "offset": [8170, 8197]}, {"key": "written-authorization", "type": "clause", "offset": [8312, 8333]}, {"key": "employee-releases", "type": "clause", "offset": [8415, 8432]}, {"key": "the-employer", "type": "definition", "offset": [8433, 8445]}, {"key": "disclosure-of", "type": "clause", "offset": [8479, 8492]}, {"key": "agrees-to", "type": "clause", "offset": [8518, 8527]}, {"key": "legal-proceeding", "type": "definition", "offset": [8589, 8605]}, {"key": "it-is-agreed", "type": "clause", "offset": [8666, 8678]}, {"key": "reduction-of", "type": "clause", "offset": [8679, 8691]}, {"key": "accrued-vacation", "type": "clause", "offset": [8692, 8708]}, {"key": "in-lieu-of", "type": "clause", "offset": [8709, 8719]}, {"key": "corrective-discipline", "type": "clause", "offset": [8768, 8789]}, {"key": "vacation-leave-accrual", "type": "clause", "offset": [8791, 8813]}, {"key": "reduction-in", "type": "definition", "offset": [8814, 8826]}, {"key": "pay-for", "type": "clause", "offset": [8854, 8861]}, {"key": "excessive-absenteeism", "type": "clause", "offset": [8862, 8883]}, {"key": "accepted-by", "type": "clause", "offset": [8924, 8935]}, {"key": "for-purposes-of", "type": "clause", "offset": [8994, 9009]}, {"key": "progressive-discipline", "type": "definition", "offset": [9010, 9032]}, {"key": "an-employee-who", "type": "clause", "offset": [9034, 9049]}, {"key": "suspended-without-pay", "type": "clause", "offset": [9113, 9134]}, {"key": "sole-discretion", "type": "clause", "offset": [9148, 9163]}], "samples": [{"hash": "aCInT3AXtog", "uri": "/contracts/aCInT3AXtog#discipline", "label": "Collective Bargaining Agreement", "score": 31.4933452606, "published": true}, {"hash": "dj1IBleu8qy", "uri": "/contracts/dj1IBleu8qy#discipline", "label": "Collective Bargaining Agreement", "score": 31.4823970795, "published": true}, {"hash": "73xLulQA1Ul", "uri": "/contracts/73xLulQA1Ul#discipline", "label": "Collective Bargaining Agreement", "score": 30.9486103058, "published": true}], "hash": "1335b834ca7673df7234c501c68e8e54", "id": 3}, {"snippet": "Subject to the limitations of law, including but not limited to those of the FMLA, discipline may be imposed under the following conditions:", "size": 52, "snippet_links": [{"key": "subject-to-the", "type": "definition", "offset": [0, 14]}, {"key": "not-limited", "type": "clause", "offset": [49, 60]}, {"key": "under-the-following-conditions", "type": "clause", "offset": [109, 139]}], "samples": [{"hash": "7ANBBpbysvg", "uri": "/contracts/7ANBBpbysvg#discipline", "label": "Collective Bargaining Agreement", "score": 31.2077980042, "published": true}, {"hash": "8V12extrWm0", "uri": "/contracts/8V12extrWm0#discipline", "label": "Labor Agreement", "score": 26.508556366, "published": true}, {"hash": "dIrxSwjrrpD", "uri": "/contracts/dIrxSwjrrpD#discipline", "label": "Labor Agreement", "score": 26.2211761475, "published": true}], "hash": "234991467a560ae111961d45281e377d", "id": 10}, {"snippet": "A. The terms of this Article shall apply to permanent career service employees and probationary employees disciplined during their working test period. Unclassified and provisional employees shall only be covered where such is specifically provided.\nB. Discipline of an employee shall be imposed only for just cause. Discipline under this Article means official written reprimand, fine, suspension without pay, record suspensions, reduction in grade or dismissal from service, based upon the personal conduct or performance of the involved employee. Dismissal from service or reduction in grade based upon a layoff or other operational judgment of the State shall not be construed to be discipline. Suspensions may take the form of a suspension without pay, record suspension, or a combination of a suspension without pay or a record suspension. A record suspension is defined pursuant to N.J.A.C. 4A:1-1.3 and 4A:2- 2.4(e). Record Suspensions will have the same weight as a suspension without pay for purposes of progressive discipline.\nC. Just cause for discipline up to and including dismissal from service shall include those causes set forth in N.J.A.C. 4A:2-2.3. This list of causes set forth in N.J.A.C. 4A:2-2.3 is not exclusive and discipline up to and including dismissal from service may be made for any other combination of circumstances amounting to just cause.\nD. The burden of proof in disciplinary procedures shall be upon the State, except as otherwise provided. At the beginning of the hearing, the Hearing Officer will state on the record that Management has the burden of proving just cause for the imposition of discipline, except as provided in Section K, below. There must be sufficient non- hearsay evidence in the record to establish the facts upon which management relies in meeting its burden. Management shall provide to the Union all evidence it will present in a departmental hearing, to the extent known, no later than ten (10) days after an appeal is filed of a Preliminary Notice of Discipline. The State may supplement its initial production of documents.\nE. Where an appointing authority or his designee imposes or intends to impose discipline pursuant to paragraph C. above, written notice of such discipline shall be given to the employee. Such notice shall contain a specification of the nature of the charge, a general description of the alleged acts and/or conduct upon which the charge is based and the nature of the discipline.\nF. 1. The name of any employee who is notified of suspension or dismissal pursuant to paragraph E. above shall be transmitted to the Union as soon as is feasible and not to exceed seventy-two (72) hours after such notice. The notice shall specify the imposed or anticipated penalty.", "size": 91, "snippet_links": [{"key": "terms-of", "type": "clause", "offset": [7, 15]}, {"key": "this-article", "type": "definition", "offset": [16, 28]}, {"key": "career-service-employees", "type": "clause", "offset": [54, 78]}, {"key": "probationary-employees", "type": "definition", "offset": [83, 105]}, {"key": "working-test-period", "type": "clause", "offset": [131, 150]}, {"key": "employees-shall", "type": "clause", "offset": [181, 196]}, {"key": "discipline-of-an-employee", "type": "clause", "offset": [253, 278]}, {"key": "for-just-cause", "type": "definition", "offset": [301, 315]}, {"key": "written-reprimand", "type": "clause", "offset": [362, 379]}, {"key": "suspension-without-pay", "type": "definition", "offset": [387, 409]}, {"key": "reduction-in-grade", "type": "clause", "offset": [431, 449]}, {"key": "dismissal-from-service", "type": "clause", "offset": [453, 475]}, {"key": "personal-conduct", "type": "clause", "offset": [492, 508]}, {"key": "a-layoff", "type": "definition", "offset": [606, 614]}, {"key": "the-state-shall", "type": "clause", "offset": [648, 663]}, {"key": "form-of", "type": "definition", "offset": [724, 731]}, {"key": "for-purposes-of", "type": "clause", "offset": [998, 1013]}, {"key": "progressive-discipline", "type": "definition", "offset": [1014, 1036]}, {"key": "just-cause-for-discipline", "type": "clause", "offset": [1041, 1066]}, {"key": "not-exclusive", "type": "clause", "offset": [1223, 1236]}, {"key": "and-discipline", "type": "clause", "offset": [1237, 1251]}, {"key": "other-combination", "type": "definition", "offset": [1315, 1332]}, {"key": "burden-of-proof", "type": "definition", "offset": [1382, 1397]}, {"key": "disciplinary-procedures", "type": "clause", "offset": [1401, 1424]}, {"key": "except-as-otherwise-provided", "type": "clause", "offset": [1450, 1478]}, {"key": "the-hearing", "type": "clause", "offset": [1500, 1511]}, {"key": "hearing-officer", "type": "clause", "offset": [1517, 1532]}, {"key": "on-the-record", "type": "definition", "offset": [1544, 1557]}, {"key": "imposition-of-discipline", "type": "clause", "offset": [1619, 1643]}, {"key": "except-as-provided-in", "type": "clause", "offset": [1645, 1666]}, {"key": "section-k", "type": "clause", "offset": [1667, 1676]}, {"key": "to-establish", "type": "clause", "offset": [1746, 1758]}, {"key": "the-facts", "type": "clause", "offset": [1759, 1768]}, {"key": "to-the-union", "type": "clause", "offset": [1846, 1858]}, {"key": "to-the-extent", "type": "clause", "offset": [1915, 1928]}, {"key": "days-after", "type": "definition", "offset": [1959, 1969]}, {"key": "an-appeal", "type": "clause", "offset": [1970, 1979]}, {"key": "preliminary-notice-of-discipline", "type": "clause", "offset": [1994, 2026]}, {"key": "production-of-documents", "type": "clause", "offset": [2065, 2088]}, {"key": "appointing-authority", "type": "clause", "offset": [2102, 2122]}, {"key": "pursuant-to-paragraph", "type": "clause", "offset": [2179, 2200]}, {"key": "written-notice", "type": "definition", "offset": [2211, 2225]}, {"key": "to-the-employee", "type": "clause", "offset": [2260, 2275]}, {"key": "the-charge", "type": "clause", "offset": [2336, 2346]}, {"key": "description-of-the", "type": "clause", "offset": [2358, 2376]}, {"key": "any-employee", "type": "clause", "offset": [2488, 2500]}, {"key": "suspension-or-dismissal", "type": "clause", "offset": [2520, 2543]}, {"key": "not-to-exceed", "type": "clause", "offset": [2636, 2649]}, {"key": "the-notice", "type": "clause", "offset": [2692, 2702]}], "samples": [{"hash": "3eL8H9LzUc2", "uri": "/contracts/3eL8H9LzUc2#discipline", "label": "Collective Bargaining Agreement", "score": 27.8225364685, "published": true}, {"hash": "1W9YeFXcMgQ", "uri": "/contracts/1W9YeFXcMgQ#discipline", "label": "Collective Bargaining Agreement", "score": 27.8225364685, "published": true}, {"hash": "haIfKtszL1C", "uri": "/contracts/haIfKtszL1C#discipline", "label": "Collective Bargaining Agreement", "score": 27.6091747284, "published": true}], "hash": "0fea6fee5ec69bc126fbbba912c5b238", "id": 6}, {"snippet": "The intern shall be subject to the applicable internal disciplinary and regulatory terms, of which he shall be made aware prior to the start of the internship, particularly in regard to schedules and to the health and safety regulations in effect at the host organization. Disciplinary sanctions may only be imposed by decision of the educational institution. In such case, the host organization shall inform the academic advisor and the institution of the non-compliance and shall provide any supporting evidence. In case of a particularly serious breach of discipline, the host organization reserves the right to terminate the internship, while respecting the provisions set forth in article 9 of this agreement.", "size": 52, "snippet_links": [{"key": "the-applicable", "type": "clause", "offset": [31, 45]}, {"key": "regulatory-terms", "type": "clause", "offset": [72, 88]}, {"key": "prior-to-the", "type": "clause", "offset": [122, 134]}, {"key": "the-internship", "type": "clause", "offset": [144, 158]}, {"key": "health-and-safety-regulations", "type": "definition", "offset": [207, 236]}, {"key": "in-effect", "type": "definition", "offset": [237, 246]}, {"key": "host-organization", "type": "definition", "offset": [254, 271]}, {"key": "disciplinary-sanctions", "type": "definition", "offset": [273, 295]}, {"key": "educational-institution", "type": "definition", "offset": [335, 358]}, {"key": "academic-advisor", "type": "clause", "offset": [413, 429]}, {"key": "the-institution", "type": "clause", "offset": [434, 449]}, {"key": "the-non", "type": "clause", "offset": [453, 460]}, {"key": "supporting-evidence", "type": "definition", "offset": [494, 513]}, {"key": "in-case-of-a", "type": "clause", "offset": [515, 527]}, {"key": "of-discipline", "type": "clause", "offset": [556, 569]}, {"key": "right-to-terminate", "type": "definition", "offset": [606, 624]}, {"key": "the-provisions", "type": "clause", "offset": [658, 672]}, {"key": "article-9", "type": "definition", "offset": [686, 695]}, {"key": "this-agreement", "type": "clause", "offset": [699, 713]}], "samples": [{"hash": "jgEFJHUv5mP", "uri": "/contracts/jgEFJHUv5mP#discipline", "label": "Internship Agreement", "score": 31.8423976898, "published": true}, {"hash": "CMCkW2d18y", "uri": "/contracts/CMCkW2d18y#discipline", "label": "Internship Agreement", "score": 31.4028987885, "published": true}, {"hash": "dKmD6XeJjoA", "uri": "/contracts/dKmD6XeJjoA#discipline", "label": "Internship Agreement", "score": 30.297832489, "published": true}], "hash": "49b185058474dedb8a89ef7baa6f5b37", "id": 9}, {"snippet": "The CONTRACTOR shall enforce strict discipline and good order among the CONTRACTOR\u2019s and Subcontractor\u2019s employees, and other persons carrying out the Contract. The CONTRACTOR shall not permit employment of unfit persons or persons not skilled in tasks assigned to them. As used in this subsection, \u201cunfit\u201d includes any person who the District concludes is improperly skilled for the task assigned to that person, who fails to comply with the requirements of this article, or who creates safety hazards which jeopardize other persons and/or property.", "size": 73, "snippet_links": [{"key": "the-contractor-shall", "type": "clause", "offset": [0, 20]}, {"key": "discipline-and", "type": "clause", "offset": [36, 50]}, {"key": "good-order", "type": "clause", "offset": [51, 61]}, {"key": "other-persons", "type": "clause", "offset": [120, 133]}, {"key": "employment-of", "type": "clause", "offset": [193, 206]}, {"key": "this-subsection", "type": "definition", "offset": [282, 297]}, {"key": "any-person", "type": "clause", "offset": [316, 326]}, {"key": "the-district", "type": "clause", "offset": [331, 343]}, {"key": "the-requirements", "type": "clause", "offset": [439, 455]}, {"key": "this-article", "type": "definition", "offset": [459, 471]}, {"key": "safety-hazards", "type": "clause", "offset": [488, 502]}], "samples": [{"hash": "krCcxFybvQW", "uri": "/contracts/krCcxFybvQW#discipline", "label": "Independent Contractor Agreement", "score": 27.1690196991, "published": true}, {"hash": "9B7yYexHfKw", "uri": "/contracts/9B7yYexHfKw#discipline", "label": "Contract", "score": 22.9671459198, "published": true}, {"hash": "4pJLTPdAT47", "uri": "/contracts/4pJLTPdAT47#discipline", "label": "Contract", "score": 22.9096508026, "published": true}], "hash": "218ed70bb312f4acfb7f966f75635d1b", "id": 7}, {"snippet": "10.1 The Employer will discipline employees for just cause only. Discipline will be in the form of:\na) Oral reprimand;\nb) Written reprimand;\nc) Suspension;\nd) Reduction;", "size": 117, "snippet_links": [{"key": "the-employer-will", "type": "clause", "offset": [5, 22]}, {"key": "just-cause-only", "type": "clause", "offset": [48, 63]}, {"key": "form-of", "type": "definition", "offset": [91, 98]}, {"key": "oral-reprimand", "type": "definition", "offset": [103, 117]}, {"key": "written-reprimand", "type": "clause", "offset": [122, 139]}], "samples": [{"hash": "5iCaAkQZMHQ", "uri": "/contracts/5iCaAkQZMHQ#discipline", "label": "Labor Agreement", "score": 36.4743461609, "published": true}, {"hash": "40IfIIVXNCq", "uri": "/contracts/40IfIIVXNCq#discipline", "label": "Labor Agreement", "score": 32.4182167053, "published": true}, {"hash": "8iVJ46mbkV4", "uri": "/contracts/8iVJ46mbkV4#discipline", "label": "Labor Agreement", "score": 32.0298690796, "published": true}], "hash": "532a90df28da8171affe5eae2c533d63", "id": 5}, {"snippet": "13.1 The school has absolute discretion to determine when student conduct warrants disciplinary action to be taken. The school may apply disciplinary measures that it deems appropriate in accordance with the school\u2019s policies and procedures, which may include: \u2022 withdrawal of privileges \u2022 detention at such times as the principal may deem appropriate \u2022 requiring the student to undertake additional school work during or after normal school hours \u2022 suspension \u2022 expulsion \u2022 such other consequences as the school considers reasonable and appropriate.\n13.2 Any serious failure by the student to comply with the school\u2019s policies and procedures may affect the student\u2019s enrolment at the school. The student may be suspended from attending the school, their enrolment may be terminated and/or the school may charge or retain all or part of the fees, levies, or charges for that term.", "size": 118, "snippet_links": [{"key": "the-school", "type": "definition", "offset": [5, 15]}, {"key": "absolute-discretion", "type": "clause", "offset": [20, 39]}, {"key": "to-determine", "type": "clause", "offset": [40, 52]}, {"key": "student-conduct", "type": "definition", "offset": [58, 73]}, {"key": "action-to-be-taken", "type": "clause", "offset": [96, 114]}, {"key": "disciplinary-measures", "type": "clause", "offset": [137, 158]}, {"key": "in-accordance-with", "type": "clause", "offset": [185, 203]}, {"key": "policies-and-procedures", "type": "definition", "offset": [217, 240]}, {"key": "withdrawal-of", "type": "clause", "offset": [263, 276]}, {"key": "the-principal", "type": "definition", "offset": [317, 330]}, {"key": "school-work", "type": "clause", "offset": [400, 411]}, {"key": "normal-school-hours", "type": "definition", "offset": [428, 447]}, {"key": "other-consequences", "type": "clause", "offset": [480, 498]}, {"key": "by-the-student", "type": "clause", "offset": [576, 590]}, {"key": "comply-with-the", "type": "clause", "offset": [594, 609]}, {"key": "the-student-may", "type": "clause", "offset": [693, 708]}, {"key": "the-fees", "type": "clause", "offset": [837, 845]}, {"key": "charges-for", "type": "clause", "offset": [858, 869]}], "samples": [{"hash": "g0l14b0FRpL", "uri": "/contracts/g0l14b0FRpL#discipline", "label": "Enrolment Agreement", "score": 33.7091751099, "published": true}, {"hash": "cj0ZwtYlSLr", "uri": "/contracts/cj0ZwtYlSLr#discipline", "label": "School Enrolment Agreement", "score": 33.6929512024, "published": true}, {"hash": "3oQ3Ey6S0OO", "uri": "/contracts/3oQ3Ey6S0OO#discipline", "label": "Enrolment Agreement", "score": 33.5006904602, "published": true}], "hash": "82dd738aad9c0a5a1c49dc3c83303a54", "id": 4}, {"snippet": "13.1 The School has absolute discretion to determine when student conduct warrants disciplinary action to be taken by the School and that the School may apply disciplinary measures that the School deems appropriate in accordance with the School\u2019s Policies and Procedures, and which may include:\na) withdrawal of privileges;\nb) detention at such times as the Principal may deem appropriate;\nc) requiring the student to undertake additional school work during or after normal school hours;\nd) suspension;\ne) expulsion; and\nf) such other consequences as the School considers reasonable and appropriate.\n13.2 Any serious failure by the student to comply with the School\u2019s Policies and Procedures may affect the student\u2019s enrolment at the School, and that as a result, the student may be suspended from attending the School, their enrolment may be terminated and/or the School may charge or retain all or part of the fees, levies or charges for that term.", "size": 62, "snippet_links": [{"key": "absolute-discretion", "type": "clause", "offset": [20, 39]}, {"key": "to-determine", "type": "clause", "offset": [40, 52]}, {"key": "student-conduct", "type": "definition", "offset": [58, 73]}, {"key": "action-to-be-taken", "type": "clause", "offset": [96, 114]}, {"key": "by-the-school", "type": "clause", "offset": [115, 128]}, {"key": "disciplinary-measures", "type": "clause", "offset": [159, 180]}, {"key": "in-accordance-with", "type": "clause", "offset": [215, 233]}, {"key": "policies-and-procedures", "type": "definition", "offset": [247, 270]}, {"key": "withdrawal-of", "type": "clause", "offset": [298, 311]}, {"key": "the-principal", "type": "definition", "offset": [354, 367]}, {"key": "school-work", "type": "clause", "offset": [439, 450]}, {"key": "normal-school-hours", "type": "definition", "offset": [467, 486]}, {"key": "other-consequences", "type": "clause", "offset": [529, 547]}, {"key": "by-the-student", "type": "clause", "offset": [625, 639]}, {"key": "comply-with-the", "type": "clause", "offset": [643, 658]}, {"key": "the-student-may", "type": "clause", "offset": [764, 779]}, {"key": "the-fees", "type": "clause", "offset": [908, 916]}, {"key": "charges-for", "type": "clause", "offset": [928, 939]}], "samples": [{"hash": "jpYKpkkOrJF", "uri": "/contracts/jpYKpkkOrJF#discipline", "label": "College Enrolment Agreement", "score": 32.1612625122, "published": true}, {"hash": "iOsZ7tZ56Zy", "uri": "/contracts/iOsZ7tZ56Zy#discipline", "label": "School Enrolment Agreement", "score": 31.512506485, "published": true}, {"hash": "88jR5Eb1zdX", "uri": "/contracts/88jR5Eb1zdX#discipline", "label": "School Enrolment Agreement", "score": 31.3646888733, "published": true}], "hash": "22bc7d408b2740b4bb3efee102b7208a", "id": 8}], "next_curs": "ClMSTWoVc35sYXdpbnNpZGVyY29udHJhY3Rzci8LEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2IhNkaXNjaXBsaW5lIzAwMDAwMDBhDKIBAmVuGAAgAA==", "clause": {"size": 14890, "title": "Discipline", "parents": [["terms-and-requirements", "Terms and Requirements"], ["discipline", "Discipline"], ["discipline-and-discharge", "Discipline and Discharge"], ["grievance-procedure", "Grievance Procedure"], ["miscellaneous", "MISCELLANEOUS"]], "children": [["", ""], ["progressive-discipline", "Progressive Discipline"], ["suspension", "Suspension"], ["discharge", "Discharge"], ["written-reprimand", "Written Reprimand"]], "id": "discipline", "related": [["discipline-policy", "Discipline Policy", "<strong>Discipline</strong> Policy"], ["student-discipline", "Student Discipline", "Student <strong>Discipline</strong>"], ["employee-discipline", "Employee Discipline", "Employee <strong>Discipline</strong>"], ["progressive-discipline", "Progressive Discipline", "Progressive <strong>Discipline</strong>"], ["discipline-of-employees", "DISCIPLINE OF EMPLOYEES", "<strong>DISCIPLINE</strong> OF EMPLOYEES"]], "related_snippets": [], "updated": "2025-08-23T06:10:47+00:00"}, "json": true, "cursor": ""}}