Discipline for Just Cause. Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.
Discipline for Just Cause. The Town shall not subject an employee who has completed the probationary period, as defined in 4.1 above, to any disciplinary action or penalty except for just cause.
Discipline for Just Cause. The Employer shall not subject an employee who has completed probation, as defined in 4.1 above, to any disciplinary action or penalty except for just cause.
Discipline for Just Cause. The Town shall not subject an employee who has completed probation, as defined in Section 4.1.1, above, to any disciplinary action or penalty except for just cause. The Parties agree all cases involved in alleged violation of rule will take into consideration the circumstances surrounding the alleged violation. Further, the service of the employee and the employee’s overall evaluation on the job will always be taken into consideration. It is further understood that any minor violation will in fact be handled through progressive steps. Causes for immediate discharge of an employee shall include, but not be limited to the following: Harassing (including sexual harassment), intimidating, coercing, threatening, assaulting, or creating a hostile environment against another employee, Elected Official, resident of the Town, supplier, visitor, or any other person, whether on or off Town premises; Possession of weapons, including but not limited to knives, firearms, and explosives, on Town property or in Town vehicles; Possession or use of alcohol or controlled substances on Town property or in Town vehicles; Willful or deliberate abuse, destruction, defacement, or misuse of Town property or the property of another employee, Elected Official, resident of the Town, supplier, visitor, or any other person; Theft or unauthorized possession, use, or removal of Town property or the property of another employee, Elected Official, resident of the Town, supplier, visitor, or any other person; Falsification or alteration of any records or reports including but not limited to employment applications, time records, work records, medical reports, absence reports, work-related injury reports, and claims for benefits provided by the Town; Preparation or manipulation of another employee’s time record; Acts of sabotage, including the work of another employee; Making false statements about another employee, Elected Official, resident of the Town, supplier, visitor, or any other person; Xxxxx insubordination or willful refusal to comply with the lawful order or instruction of the Superintendent of Highways; or Violation and/or disregard of safety rules or safety practices in such a way that jeopardizes the safety of the employee, another employee, Elected Official, resident of the Town, supplier, visitor, or any other person.
Discipline for Just Cause. The School District shall have the right to discipline employees for just cause.
Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “
Discipline for Just Cause. For just cause, SFMTA’s Executive Director/CEO or designee may discipline any non-probationary permanent employee. “Discipline” is defined to include disciplinary suspension without pay, or discharge. Changes in assignment and reassignments made for the purpose of improving service or addressing performance problems shall not constitute discipline and shall not be subject to the grievance procedure in this Article I.F. SFMTA shall initiate discipline no later than twenty-eight (28) working days after SFMTA has knowledge of the event, conduct, or occurrence on which the discipline is based. This timeline shall be extended in cases involving any of the following: (1) investigations of multiple employees; (2) law enforcement response or reports; (3) temporary unavailability of a witness; (4) language barriers; (5) accidents subject to determination by the TSP; (6) EEO matters; (7) investigations conducted by non-SFMTA personnel; (8) any other case in which SFMTA and Local 200 mutually agree. SFMTA shall initiate discipline by providing written notice to the employee of the basis for discipline and proposed penalty.
Discipline for Just Cause. Employees who have completed probation shall only be disciplined for just cause. All disciplinary action will be in writing. A copy of each disciplinary notation or action will be given to the Local President or designate.
Discipline for Just Cause. Discipline shall be imposed only for just cause. The 34 specific acts for which discipline is being imposed and the penalty proposed shall be specified in 35 the Notice of Notice of Discipline. The Notice of Discipline served on the employee shall 36 contain a reference to dates, times and places, if possible. 37
Discipline for Just Cause. No Employee shall be disciplined without just cause, and without being apprised of the issue prior to any disciplinary action being taken. The Employer shall advise the Employee, in writing, of the reasons for discipline and a copy shall be provided to the SGEU Staff Representative.
