Just Cause and Progressive Discipline. All discipline shall be for just cause and shall be appropriate to the infraction for which the disciplinary action is being taken.
Just Cause and Progressive Discipline. The Employer shall have the right to discipline employees and/or to discharge non- probationary employees for just cause only. Communications between supervisors and employees about disciplinary matters shall be respectful and discipline shall be, in general, directed at correcting performance problems. In general, progressive discipline shall be used, with the general progression as follows: verbal warning, written reprimand or warning, unpaid or paid suspension, and termination/discharge .
Just Cause and Progressive Discipline. A. Disciplinary action may not be taken except for “Just Cause” which must be substantiated by a preponderance of evidence. Where “Just Cause” warrants a verbal warning or written reprimand, dismissal, demotion and/or suspension of any employee, such action shall be taken by the appropriate administrator. Under normal circumstances, progressive discipline will be administrated as follows:
Just Cause and Progressive Discipline. No employee shall be disciplined without just cause. Progressive discipline minimally includes verbal warning, written reprimand, suspension without pay, and discharge. The seriousness of an employee incident or action can be sufficient cause to forego one or more of these disciplinary steps. The District shall observe a policy of progressive discipline except where the circumstances warrant greater discipline. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action.
Just Cause and Progressive Discipline. 10.3.1 No unit member shall be disciplined without sufficient cause.
Just Cause and Progressive Discipline. Any Registered Nurse who has completed her/his probationary period may be discharged, suspended, or be subject to any other disciplinary action only for just cause. Both parties agree that, when appropriate, reasonable efforts should be made to counsel employees prior to any disciplinary action. It is the intent of the District to use progressive discipline when appropriate. Which level of discipline the District will use is discretionary in a given situation and will depend on the circumstances and severity of the employee's conduct or work performance in the judgment of the Employer. A copy of all written disciplinary actions will be given to the Registered Nurse. Registered Nurses will be requested to sign the written disciplinary action for the purpose of acknowledging receipt. The Registered Nurse will be entitled to union representation at any meeting with management representatives where written disciplinary action will be investigated or discussed. The Registered Nurse may have access to the grievance procedure as provided herein. Remains in Force Remains in File Verbal Warnings 120 Days 1 Year Written Warnings 2 Years 3 Years Suspensions 3 Years 5 Years The Employer may rely upon a written disciplinary action that “remains in file” for the applicable timeframe for the purposes of determining appropriate disciplinary action for continuing or recurring violations of this Agreement or other conduct or work performance resulting in disciplinary action. The Employer reserves the right to modify the above timeframes if the circumstances justify that the disciplinary action remain in force for a longer period and/or remain in the file. By way of example only, issues involving alleged sexual improprieties, violation of the substance abuse policy and/or violence may justify deviation from the above timeframes. A Registered Nurse who feels s/he has been discharged without just cause may seek review of the action through the Union and the regular grievance procedure as outlined in this Agreement. Failure to give notice in accordance with Article 14 of this Agreement will be deemed a waiver of the right to a review.
Just Cause and Progressive Discipline. 4 No employee shall be reprimanded, disciplined, adversely affected or deprived of any 5 professional advantage without just cause. It is expressly understood that the District will 6 follow a policy of progressive discipline. 7 8 Prior to issuing discipline, non-disciplinary, documented verbal warnings and Letters of 9 Direction may be issued. Documentation of a verbal warning will be limited in 10 description, but will serve to verify the date and nature of the event, and the conversation 11 which occurred between the employee and supervisor. 12 13 The District may issue a Letter of Direction to an employee where appropriate. The
Just Cause and Progressive Discipline. 4 Seven Tests of Just Cause Appendix: see Appendix K-1 5 6 No employee shall be reprimanded, disciplined, adversely affected or deprived of any 7 professional advantage without just cause. It is expressly understood that the District will 8 follow a policy of progressive discipline. 9 10 Prior to issuing discipline, non-disciplinary, documented verbal warnings and Letters of 11 Direction may be issued. Documentation of a verbal warning will be limited in 12 description, but will serve to verify the date and nature of the event, and the conversation 13 which occurred between the employee and supervisor. 14 15 The District may issue a Letter of Direction to an employee where appropriate. The 16 Letter of Direction shall guide and advise the employee on future conduct, be non- 18 and will not include a suggestion that future acts of a similar nature will be disciplinary. 19
Just Cause and Progressive Discipline. No employee will be disciplined without just and sufficient cause. Just cause is a legal term that refers to a legally permissible or sufficient reason. Serious offenses shall mean a violation of school policy that compromises the safety of staff or children per District policy. Discipline will be corrective rather than punitive and will, except for serious offenses, follow a line of progression including: 1) verbal warning (documented, dated, and signed by both parties); 2) written reprimand; 3) suspension with pay; 4) suspension without pay; 5) discharge. Documentation will be placed in the personnel file for items 1-5. Specific grounds, details, findings, and documentation forming the basis for any discipline will be given in writing to the employee and the Association two (2) working days prior to the disciplinary meeting. The employee will be told of the right to Association representation prior to any meeting, which might lead to discipline, or any meeting held for disciplinary action. When a request for representation is made, no action will take place until such representation is present or until two (2) working days have passed. The two (2) days’ notice may be waived upon agreement of the individual, the District and the Association. The act of discipline shall be done in private and will be kept confidential by the District, unless otherwise required by the public disclosure law. An administrator shall call complaints made against any employee to the attention of the employee within a reasonable amount of time before any disciplinary action is taken or noted in an evaluation. Anonymous complaints cannot be used against an employee unless investigated and found to be true.
Just Cause and Progressive Discipline. The District may take disciplinary action against an employee for just cause. A progressive disciplinary policy will normally be followed by the District when deemed necessary to discipline an employee. The District may suspend (without pay) an employee who is unavailable for work due to pending legal restrictions. The progressive disciplinary policy will consist of the following: (1) verbal warning(s), (2) written warning(s) or reprimand(s), (3) suspension, (4) termination. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. The following will be considered as being among the causes for disciplinary action or termination: incompetence, insubordination, inability to perform the essential functions of the job in accordance with the Americans with Disabilities Act, willful job abandonment, willful or persistent violation of school laws or policies or regulations, immorality, willful or persistent neglect of duty, addiction to the use of or possession of illegal narcotics or habit forming drugs. At the request of the employee, he/she may have Union representation at a discipline hearing. Union representation shall be defined as the Business Representative and/or the bargaining unit chairperson or a Policy Committee member.
