Principle of Innocence. Both parties agree that an Employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an Employee who has completed her probationary period and which may result in the suspension or discharge of the Employee, the following procedure shall be followed. The Employer shall only discipline an Employee for just cause.
Principle of Innocence. Both parties agree that an employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an employee who has completed his/her probationary period and which may result in suspension or discharge of the employee, the following procedure will be followed: Procedure: The Employer shall not take disciplinary action without first warning the employee, in writing, unless the circumstances justify immediate discipline or discharge. All disciplinary action shall be given in writing, giving reason(s) for such disciplinary action, with a copy to the designated union person. In the subsequent Grievance proceedings or arbitration hearing, if any, evidence shall be limited to evidence relating to the Employer's reasons in the discharge or discipline.
Principle of Innocence. Both Parties agree that an Employee is considered innocent until proven guilty. Therefore, in the event the Employer initiates a disciplinary action against an Employee, which may result in the suspension or discharge of the Employee, the following procedure shall be followed.
Principle of Innocence. Both parties agree that an employee is considered innocent until proven guilty and in cases of discharge, suspension or discipline, burden of proof of just cause shall rest with the City.
Principle of Innocence. The Employer and the Union agree to adhere to the principle of progressive discipline. Any employee may be dismissed or suspended, but only for just cause. In cases of suspension or dismissal, proof of just cause will rest with the Employer.
