Discipline Process. The following procedure is established as a result of a mutual interest on the part of the District and the Union to resolve disciplinary matters. The District will issue no discipline without just cause.
Discipline Process. When considering discipline beyond an oral warning, the following provisions will be followed:
Discipline Process. (a) All disciplinary action shall be dealt with by the Employee’s Manager/Chair. Input and information pertaining to the disciplinary action, however, will be given by the Employee’s Immediate Supervisor who may be a member of the Mount Royal Staff Association.
Discipline Process. 42.0.1 The University and the MSA recognize the principles of due process progressive discipline. Discipline should be administered in a timely and professional manner following a thorough and fair investigation by an impartial, qualified individual. Progressive discipline is a process which imposes the minimum consequence necessary to correct employee performance concerns, followed by consequences of increasing severity. The purpose of these actions is to ensure the employee has:
Discipline Process. (a) Any matter that could result in the imposition of discipline shall be investigated by the appropriate management representative.
Discipline Process. The General Manager may dismiss, suspend or involuntarily demote a full-time employee only for cause.
Discipline Process. It is the intent of the University to treat NTT faculty members with respect. This includes not disciplining NTT faculty members in the presence of others and not using the media to address disciplinary issues. Both parties acknowledge the dynamic nature of disciplinary issues and recognize that unanticipated circumstances may require an exceptional response. The University subscribes to the general principles of progressive discipline and shall only discipline NTT faculty members for cause. Discipline shall be limited to the following:
Discipline Process. 21:01 (a)
Discipline Process. The parties recognize that disciplinary actions shall be progressive in nature if they are to correct the conduct of a unit member. The District agrees to follow a course of progressive discipline. It is understood, however, that progressive discipline does not follow any specific sequence of disciplinary actions and that major offenses will be cause for severe disciplinary actions. When the District commences the investigation of an employee in the bargaining unit to determine whether or not discipline should be imposed on such employee, it shall immediately notify SEIU, Local 1021, in writing of the investigation, including the purpose of the investigation and the reason(s) therefore, including any allegations and charges made against the employee being investigated. The District shall not interview and/or question any employee in the bargaining unit, formally or informally, for investigative purposes to determine whether or not to impose discipline, without the employee being advised of their right to have their SEIU, Local 1021, representative present during the meeting as Board Regulation 6914 Section 2.1.5. When the District determines that disciplinary action is warranted, it will proceed by following the provisions in Board Policy P-6911: Definitions, P-6912: Just Cause for Discipline, P- 6913: Counseling Memo/Letter of Reprimand, P-6914: Severe Disciplinary Action, P-6915: Appeal Process, Board Regulation R-6913: Counseling Memo/Letter of Reprimand, and R- 6914: Severe Disciplinary Action. (See Appendix C for further information on above Board Policies and Regulations.)
Discipline Process. Matters of alleged administrative misconduct shall be subject to grievance and arbitration procedures under Articles III and IV of the CIR Agreement. Matters of alleged professional misconduct based on issues of clinical performance or competence shall be subject to the procedures under Article XVII of the CIR Agreement.
