Common use of THE DISCIPLINARY PROCESS Clause in Contracts

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,however,the Employermayskip steps in the progressivediscipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from the

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,and discharge), provided, however,, the Employermayskip Employer may skip steps in the progressivediscipline progressive discipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from thethe employee’s personnel file eighteen (18) months after being issued, provided the employee has received no formal discipline in the interim. This provision shall not apply to disciplines issued for client abuse, client neglect, sexual or racial or discriminatory harassment or other behaviors that violates state or federal law.

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,and discharge), provided, however,, the Employermayskip Employer may skip steps in the progressivediscipline progressive discipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. procedure A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from thethe employee’s personnel file eighteen (18) months after being issued, provided the employee has received no formal discipline in the interim. This provision shall not apply to disciplines issued for client abuse, client neglect, sexual or racial or discriminatory harassment or other behaviors that violates state or federal law.

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,and discharge), provided, however,, the Employermayskip Employer may skip steps in the progressivediscipline progressive discipline process based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from thethe employee’s personnel file eighteen (18) months after being issued, provided the employee has received no formal discipline in the interim. This provision shall not apply to disciplines issued for client abuse, client neglect, sexual or racial or discriminatory harassment or other behaviors that violates state or federal law.

THE DISCIPLINARY PROCESS. ‌ The Employer shall have the right to maintain discipline and efficiency of its operations, including the right to discharge, suspend or discipline a worker for just cause. The discipline process will include the concept of progressive discipline (i.e. verbal reprimand, written reprimands, the possibility of suspension without pay, anddischarge),provided,and discharge), provided, however,, the Employermayskip steps Employermayskipsteps in the progressivediscipline process theprogressivedisciplineprocess based upon the seriousness of the offense up to and including immediately discharging an employee for serious misconduct in accordance with the principal of just cause. Grounds for discipline or discharge, including immediate discharge are set forth in the Employer's Employee Handbook. When evaluating the relevance of prior disciplines in justifying progressively more significant disciplinary action, the Employer shall consider how much time has passed since the prior discipline, how closely related the previous misconduct is to the current offense and the volume of prior disciplinary actions. A government finding of abuse or neglect is not required for a conclusion that the Bargaining Unit Employee's action or inaction is defined as such. Information requested by the Union on behalf of an Employee grievance which involves direct patient information will only be released with patient identifying information redacted. Any probationary employee may be discharged or disciplined by the Employer in its sole discretion. No question concerning the disciplining or discharge of probationary employees shall be the subject of the grievance or arbitration procedure. A Union Field Representative or Advocate may meet and discuss any disciplinary action of a Union member with the Employer. Employees shall be notified of their right to request the presence of an Advocate at the beginning of any disciplinary meeting or investigatory interview the Employer believes may result in the employee's discipline. Employees (and, if present at the disciplinary meeting, the Union Field Representative or Advocate) will be provided with a copy of any written notice of disciplinary action. Arbitration shall apply only to unpaid suspension, or discharge of an employee. Upon request of the affected employee records of disciplinary action(s) shall be removed from the.