DISCIPLINE, SUSPENSION, DISMISSAL. 7.1 An employee shall only be suspended or dismissed for just cause.
DISCIPLINE, SUSPENSION, DISMISSAL. A. Regular employees shall not be disciplined, suspended, reduced in rank or compensation, or dismissed without just cause. All information forming the basis of any such actions shall be made available to the affected employee upon his/her request. The above paragraph shall not apply to the non-renewal of probationary licensed employees, which shall be governed exclusively by ORS Chapter 342 and not covered in any respect by the provisions of Article VIII of this Agreement. Just cause will include:
DISCIPLINE, SUSPENSION, DISMISSAL. JUST & REASONABLE CAUSE
DISCIPLINE, SUSPENSION, DISMISSAL. 10.1 Principle of Innocence Both Parties agree that an Employee shall be presumed innocent. In the event the Employer initiates disciplinary action against an Employee which may result in his/her discharge, the procedure outlined herein shall be followed.
DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for disciplinary procedures. Before any formal disciplinary measures are taken, NVIT will take all reasonable steps to resolve the issue with the employee. NVIT may choose to use an Aboriginal traditional method for conflict resolution, or may choose to use a different method.
DISCIPLINE, SUSPENSION, DISMISSAL. This Article provides a formal method for the handling of disciplinary procedures. Before formal disciplinary measures as stated below are initiated, the Employer should take all reasonable steps to discuss and resolve the issue with the employee. The Employer may choose to use an aboriginal traditional method for conflict resolution, or may choose to use a different method.
DISCIPLINE, SUSPENSION, DISMISSAL. 13 7.1 Presence of a Shop Xxxxxxx 13 7.2 Suspension During Investigation 13 7.4 Wrongful Dismissal or Suspension 13 7.5 Progressive Discipline 13 7.6 Reinstatement of Rights 16
DISCIPLINE, SUSPENSION, DISMISSAL. The Employer may terminate or suspend only for just cause. A written reprimand, suspension or termination shall be in writing and shall contain the reasons for the written reprimand, suspension or termination and shall be given to the employee concerned and the Union. The employee’s written reply to any disciplinary action shall become part of his/her personnel file. Copies of formal discipline shall not be used after twenty-four (24) months from date of issue, provided that there has been no discipline issued during the twenty-four (24) month period.
DISCIPLINE, SUSPENSION, DISMISSAL. Preamble Demonstrated effort shall be made through discussion and consultation in an attempt to resolve problems with respect to employee performance prior to the initiation of disciplinary action. The employer acknowledges the employee’s right to grievance, mediation and arbitration regarding disciplinary action or dismissal. Just Cause Any employee may be dismissed or suspended but only for just cause, and only upon the authority of the employer. Just cause includes, but is not limited to, contravention or demonstration(s) of one or more of the following: policy, antithetical behaviour, insubordination, criminal code, Xxxx Xxxxxx Society National Risk Management Policy for Employees and Volunteers.
DISCIPLINE, SUSPENSION, DISMISSAL. Any employee may be dismissed or suspended but only for just cause, and only upon the authority of the employer. In the event the employer initiates a disciplinary action against an employee, the following procedure shall be followed. Burden of Proof In cases of disciplinary action against an employee, proof of just cause shall rest with the employer. The record of an employee shall not be used at any time after twelve (12) months following a disciplinary action, unless there is a repeated disciplinary action for the same or similar circumstances.
