Exceptions to Progressive Discipline. 1. Serious breaches of conduct or failure to meet job responsibilities may lead to instant suspension leading to dismissal.
Exceptions to Progressive Discipline. In some extreme instances, the employer may elect to move directly to Article 19: Dismissal. Extreme instances may include but are not limited to illegal use or distribution of drugs, or use of legal drugs inconsistent with college policy or safety on or near campus or at any campus-sponsored event or activity, theft, vandalism, arson, assault, sexual harassment, or serious misuse of state electronic systems. This also may include violence or threats of violence on campus or in electronic form toward a member of the campus community.
Exceptions to Progressive Discipline. With “sufficient cause” as outlined by Article XVII, Section B, the employer may elect to move directly to the dismissal process without taking corrective action at any point in the process described below.
Exceptions to Progressive Discipline. In the case of gross misconduct, criminal activity, or a case involving imminent danger to clients or staff, or other conduct of a severe nature, discipline may be initiated at Step Three Disciplinary Probation or Step Four (Discharge), without first exhausting the lower steps of the Progressive Disciplinary process. NLSLA may suspend an employee with pay during an investigation of an allegation of misconduct.
Exceptions to Progressive Discipline. The Union and the Employer agree progressive discipline should apply to those cases where the employee’s conduct or performance does not warrant a more severe level of discipline, including immediate discharge. Possible exceptions to the progressive discipline: (1) violation of the Employer’s non-discrimination policies, (2) harassment policies; (3) conduct threatening or endangering patient safety; (4) coworker abuse issues; (5) theft (6) falsifying records;
Exceptions to Progressive Discipline. Nothing herein will be construed to limit SacRT’s ability to administer disciplinary action at any level, including termination from employment, for behavior that warrants a level of discipline outside the ordinary progressive steps. Examples of such behavior may include, but are not limited to, the following:
Exceptions to Progressive Discipline. In some extreme instances, the employer may elect to move directly to Article 19. Extreme instances may include but are not limited to illegal use or distribution of drugs, or use of legal drugs inconsistent with college policy or safety on or near campus or at any campus-sponsored event or activity, theft, vandalism, arson, assault, sexual harassment, or serious misuse of state electronic systems. This also may include violence or threats of violence on campus or in electronic form toward a member of the campus community.
Exceptions to Progressive Discipline. With “sufficient cause” as outlined by Article XVII, Section B, the employer may elect to move directly to the dismissal process without taking corrective action at any point in the process described below. For all steps in the process, the faculty member has the right to have a union member attend any meetings with the appropriate administrator.
