Just Cause for Discipline Clause Samples
The 'Just Cause for Discipline' clause defines the conditions under which an employer may impose disciplinary action on an employee. Typically, this clause requires that any discipline, such as suspension or termination, must be based on legitimate, substantiated reasons like misconduct, poor performance, or violation of company policies. By setting clear standards for when discipline is appropriate, the clause protects employees from arbitrary or unfair treatment and ensures that disciplinary measures are justified and consistently applied.
Just Cause for Discipline. No ancillary staff member whose employment is not regulated by the Michigan Teachers’ Tenure Act shall be disciplined without just cause. As used in this paragraph, however, the term “discipline” or “disciplined” shall not include the non-renewal of any probationary teacher. A bargaining unit member whose employment is not regulated by the Michigan Teachers’ Tenure Act who has completed his/her probationary period and who has no right of appeal to the State Tenure Commission will not be demoted or discharged without just cause.
Just Cause for Discipline. Employees shall not be reprimanded in writing or suspended without pay or dismissed without pay during an academic term without just cause.
Just Cause for Discipline. A faculty member shall not be disciplined by written reprimand, suspended, or denied step advancement without just cause. Just cause for termination of employment is described in Article 15 and reduction of staff and ▇▇▇▇▇▇ is separately described in Article 23.
Just Cause for Discipline. The City shall not discipline or discharge any employee unless just cause for such discipline exists.
Just Cause for Discipline. 4.7.1 All disciplinary, suspension, or termination action taken against an employee shall only be for just cause, provided, however, this provision shall not apply to the first twelve (12) months of an employee’s employment with the Juvenile Division, during which time the employment status shall be strictly at will.
4.7.2 Just cause shall be defined as defined in the case Enterprise Wire Co. and Enterprise Independent Union, March 28, 1966 46 LA 359.
Just Cause for Discipline. No teacher will be disciplined without just cause. It is expressly agreed and understood that a poor evaluation does not constitute discipline. Discipline does not cover the layoff of a teacher pursuant to Article 11 or the failure to reappoint a non-professional status teacher. It is further understood that the dismissal of a teacher shall not be subject to the Article but shall be adjudicated under the applicable provisions of the Massachusetts General Laws.
Just Cause for Discipline. A. A member who has completed his or her initial or extended initial probationary period shall be disciplined only for just cause. During the initial or extended probationary period, a member may be removed without a showing of cause and shall have no recourse to the grievance procedure under this Agreement to challenge such a removal.
B. The initial probationary period shall be defined as one year from the date of a member's employment as a Police Officer, provided that this period shall be one year after successful completion of Field Training. Should the City remove a member during his or her initial probationary period, such action must be taken by the City Manager, upon recommendation of the Chief, prior to the conclusion of the initial probationary period. In making any such recommendation, the Chief shall take into consideration recommendations and/or written evaluations submitted by the probationary officer's supervisors, and shall use such as the basis for the recommendation. Where the Chief believes that a member, who would otherwise be subject to removal at the conclusion of his or her initial probationary period, would benefit from an extended initial probationary period, the Chief may authorize an extension of the initial probationary period for no more than a maximum of six (6) months. During the extended initial probationary period, a member shall be subject to removal without cause and shall not have recourse to the grievance procedure under the Agreement to challenge any such removal. The Chief's decision to afford or not afford a member an extended probationary period shall not be a grievable matter under the grievance procedure of this Agreement.
C. The City will ordinarily use the following system of progressive discipline for the same or related offenses: oral reprimand, followed by written reprimand, followed by suspension, followed by reduction in compensation or rank or by removal. The City may determine to deviate from this progression for any serious job related misconduct or any criminal misconduct of such a nature that would reasonably warrant more severe disciplinary action.
D. In all instances of discipline, the City shall only impose a disciplinary penalty, commensurate with the offense, which, where practicable, may assist the member in correcting whatever action or behavior is deemed inappropriate. Nothing herein precludes the City from utilizing positive steps, including counseling and/or training, to correct a member's in...
Just Cause for Discipline. The Authority shall have the right to discipline a bargaining unit member only for just cause. A violation of the General Rules set forth in the Represented Employee Policy Manual, as agreed to by the Authority and the Union, may be grounds for discipline or discharge if there is just cause.
Just Cause for Discipline. No bargaining unit member having completed his/her initial probationary period shall be disciplined or discharged except for just cause. During the initial probationary period a member may be removed without a showing of cause.
Just Cause for Discipline. The Employer not discipline any employee except for just and reasonable cause. Nothing in this section shall restrict the right of the affected employee or the Union to grieve the discipline or discharge. If the Parties fail to agree upon a neutral Arbitrator within five days (excluding Saturdays, Sundays and General Holidays) after one Party has served written notice on the other Party of its intention to refer the matter to a neutral arbitrator, the Federal Minister of Labour be requested to appoint a neutral Arbitrator. The Arbitrator shall be required to hand down decision within fourteen 4) days (excluding Saturdays, Sundays and General Holidays)following completion of the hearing, and decision shall be final and binding on the two (2) Parties to the dispute and shall be applied forthwith. The decision of the Arbitrator shall be specifically limited to the matter submitted to and shall have no authority in any manner to amend, or change any provisions of this Agreement.