DISCIPLINE & DISMISSAL Sample Clauses
The Discipline & Dismissal clause outlines the procedures and standards an employer will follow when addressing employee misconduct or performance issues. Typically, it details the steps of progressive discipline, such as verbal and written warnings, suspension, and ultimately, termination if problems persist. This clause ensures that both employer and employee understand the expectations and consequences, providing a fair and transparent process for handling workplace issues and reducing the risk of disputes or claims of unfair treatment.
DISCIPLINE & DISMISSAL. 12.01 Except for the dismissal of an Employee serving their probationary period, no Employee shall be disciplined without just cause.
12.02 An Employee shall have the right to Union representation of their choice during a disciplinary or investigatory meeting with the Employer. The Employee will be told the time and place of the meeting. The Employer will provide reasonable notice of the meeting. If there is not a Union Representative or ▇▇▇▇▇▇▇ available, this will not delay the meeting. An Employee shall have the right to waive the right to Union representation.
(a) When disciplinary action is taken against an Employee, the Employee and the Union shall be notified in writing as to the reason(s) for such action. Further, when an Employee is terminated, a copy of the document setting out the termination shall be forwarded to the Union.
(b) The Employer will issue discipline up to and including termination within a reasonable timeframe of the date the Employer first became aware or reasonably should have been aware of the occurrence of the action giving rise to the disciplinary action.
(c) The Employer will issue counselling’s in the form of written documentation that will not be considered disciplinary action.
12.04 Records of formal disciplinary action (written warning, disciplinary suspensions) will, except as noted below, be removed from an Employee’s personnel file once eighteen (18) months have elapsed since the date of the last formal disciplinary action on the file. Formal disciplinary action, in this context is any disciplinary action which is reduced in writing and given to the Employee. Discipline involving suspensions for abuse or neglect will not be removed until thirty-six (36) months have elapsed since the date of the last formal disciplinary action.
12.05 When an Employee has grieved a disciplinary action and a designated officer of the Employer has either allowed the grievance or reduced the penalty levied against the Employee, the personnel file of the Employee shall be amended to reflect this action provided this action results in the withdrawal of the grievance.
DISCIPLINE & DISMISSAL. A. Dismissal of an employee shall be pursuant to District Policy and Idaho Code.
B. Discipline resulting in suspension or probation for a professional employee shall be in accordance with the following procedure:
1. The employee will be informed of the basis(s) for the disciplinary action prior to implementation whenever possible.
2. There shall be a review process prior to implementing the above defined discipline under this provision.
3. The employee will be given the opportunity to discuss the matter with the supervisor/principal or the Superintendent and may submit a written rebuttal.
4. An employee shall be entitled to have a representative present during the discussion of the above discipline steps.
DISCIPLINE & DISMISSAL. (For all employees who have successfully completed the first 90 work days.)
a. a conference with the employee by the appropriate administrator on the decision;
b. a statement of reason(s) for the action to the employee;
c. a review of the employee's personnel file with the employee and his/her representative if the employee so chooses. In the event an Administrator requires an employee to attend a meeting for the purpose of discussing matters which may result in disciplining the employee, the employee, upon request, may have an Association representative present. Any employee required to appear before the Board or a committee thereof shall be given reasonable prior written notice of the meeting. When an employee is informed of his/her dismissal, he/she may make a written request to meet with the Personnel Committee of the Board to review the dismissal decision or file a grievance in accordance with Article 9. If the employee exercises the option to meet with the Personnel Committee of the Board such request must be filed with the Assistant Superintendent for Human Resources within ten (10) working days of receiving the notice of dismissal. The meeting with the Personnel Committee shall be held within thirty (30) calendar days of receiving the written request. Recommendations by the Personnel Committee, if any, shall be communicated to the full Board by the Chairperson of the Personnel Committee.
DISCIPLINE & DISMISSAL. 19.01 No teacher shall be disciplined or discharged without just cause. Notwithstanding this provision, the parties agree that the discipline or discharge of a probationary teacher shall be subject to a lesser standard of just clause.
19.02 Teachers who may be subject to discipline or discharge will be notified of the incident which may give rise to the discipline or discharge within 5 working days of the incident coming to the attention of the Board.
19.03 If a teacher is given notice under Article 19.02, the Local Office will be informed.
19.04 The Board shall meet with the teacher as soon as is practical in the circumstances to provide the teacher with an opportunity to address the incident. The teacher shall be entitled to have union representation at any meeting with the teacher in which discipline or discharge will be imposed in accordance with notice given under 19.02.
19.05 Any disciplinary record placed into the teachers’ personnel file shall be removed following 2 years of active employment during which no further discipline is received.
19.06 A teacher who believes that a document in his/her personnel file contains inaccuracy or errors may append to the document a notice setting out the teacher’s corrections. Where the Board agrees with the teacher that a document is inaccurate, the error will be corrected and the inaccurate document will be removed from the file.
DISCIPLINE & DISMISSAL. 26.01 An Employee who has completed his/her probationary period may only be dismissed for just cause.
26.02 An Employee who has completed his/her probationary period may only be disciplined for just cause. Disciplinary action shall consist of the following, in the following order: two (2) oral warnings, one (1) written warning, one (1) day suspension, five (5) days suspension, ten (10) days suspension and or dismissal issued to an Employee discharge. After twelve (12) months of satisfactory service, a reprimand or notice of suspension or demotion shall not be used against the employee.
DISCIPLINE & DISMISSAL. 8.01 Prior to any discipline being imposed, the Employee will be given notice in writing to attend a meeting. This notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have a CMGEU representative attend as an advisor. However, the unavailability of an advisor will not delay the meeting for more than five
DISCIPLINE & DISMISSAL.
1. The University may discipline or dismiss a postdoc only for just cause. A postdoc’s non- reappointment or layoff is not subject to the just cause standard or the provisions of this Article.
2. The parties agree that corrective and disciplinary action, when imposed, shall be implemented in progressive stages from minor to severe. However, in some serious circumstances, where acts or omissions of a postdoc have resulted, or will result, in serious harm to the institution, or members of the campus community, severe sanctions may be imposed in the first instance.
3. This Article shall not apply to instances where discipline or dismissal of a postdoc is being considered for reasons of misconduct in the postdoc’s research or scholarly activities. In all such instances, the “Procedures for Dealing with Charges of Misconduct in Research and Scholarly activities at the University of Massachusetts at Amherst”, (November 2009, attached as Appendix C and Trustee Document T08-010 shall apply exclusively.
4. Discipline may take the following forms:
a. Letter of warning.
b. Suspension without pay for not more than thirty (30) calendardays.
DISCIPLINE & DISMISSAL. 12.01 The value of progressive discipline with the aim of being corrective in application is recognized by both parties. Therefore, except in extreme cases, discipline or discharge for cause should be preceded by a documented record of counselling, warnings (written or oral) and/or suspensions.
12.02 Discipline shall be issued in a timely manner. Depending on the nature and circumstances of an incident, discipline will normally be progressive and bear a reasonable relationship to the violation.
12.03 It is further recognized the Employee is entitled to have a Union Representative present during any discussions of a disciplinary nature.
12.04 An Employee shall be given written particulars of a written warning, suspension or dismissal. No letter of discipline may be placed on an Employee’s personnel file without the Employee’s knowledge. Copies of all discipline shall be provided to the Union.
12.05 If an Employee grieves a disciplinary action, as provided in Article 7, and as a result of such grievance, the disciplinary action is disallowed or the penalty is reduced or amended, either by the Polytechnic, Arbitrator or Arbitration Board, the Employee’s personnel file shall be amended to reflect the award.
12.06 There shall be no discipline, suspension, or dismissal except for just cause.
12.07 All documents and correspondence related to any disciplinary action against the Employee shall be destroyed eighteen (18) months after the original document is dated. DocuSign Envelope ID: A7539E14-49B5-432A-97FB-BA46F0CE3F53
DISCIPLINE & DISMISSAL. 19.1 Except for probationary Employees, there shall be no dismissal or discipline of regular or temporary Employees except for just cause.
19.2 An Employee who has been suspended or dismissed or received a written reprimand shall receive from DynaLIFE, in writing, the reason(s) for the discipline, and a copy of the letter shall be sent to the Union within five (5) days.
19.3 When circumstances permit, the Employer shall provide at least forty-eight (48) hours advance notice to an Employee required to meet with the Employer for the purposes of investigating a matter related to the Employee or discussing or issuing discipline. The Employer shall advise the Employee of the nature of the meeting and that they may be accompanied by a representative of the Union who shall attend at such meeting(s). The Employee shall be compensated at their basic rate of pay for the duration of such meeting(s).
19.4 It is not the practice of DynaLIFE to remove records of progressive discipline from an Employee file, irrespective of the time that has elapsed since the incident. Employee discipline that is stale-dated (over eighteen (18) months since the last occurrence) shall not have a bearing on current disciplinary actions.
19.5 (i) Unsatisfactory conduct by an Employee which is not considered by the Employer to be serious enough to warrant suspension or dismissal may result in a written warning to the Employee within twenty (20) working days of the date the Employer first became aware of the occurrence of the act. The written warning shall indicate that it is disciplinary action.
DISCIPLINE & DISMISSAL. A. All new ESP shall be employed on a probationary basis for ninety (90) days of the regular work year, starting on the first workday. Thereafter, any discipline or dismissal of a non-probationary ESP shall be for just cause.
B. Continuing employment status notwithstanding, should there be declines in student enrollment, loss of program(s), or loss of funding, NSSEO shall have the right to reduce the number of ESP in proportion to the loss, in accordance with the seniority provisions specified by statute and Article VIII of this agreement.