Right of Discharge and Discipline. The District shall have the right by verbal or written order to discharge and discipline, including but not limited to suspension, demotion and reduction in pay, any regular employee for grounds including but not limited to the following:
Right of Discharge and Discipline. The District shall have the right to discharge and discipline any employee for dishonesty, insubordination, drunkenness, incompetence, willful negligence, failure to perform work as required or to observe the District's safety and personnel rules and regulations, which must be conspicuously posted and not in derogation of the MOU, or for engaging in strikes, individual or group slowdowns or work stoppages, or refusal to accept overtime, or for violating or ordering the violation of the MOU. Discipline shall be implemented within sixty (60) calendar days of the District completing the District investigation of the situation causing the problem.
Right of Discharge and Discipline a) Full power of discharge and discipline for just cause lies with the employer. The power of discharge shall be exercised only through a fully authorized and responsible representative of the employer. If the union, after investigation, finds that an employee has been discharged or disciplined without just cause, cannot reach an agreement with the representative of the employer, the union may refer the case to the grievance procedure.
Right of Discharge and Discipline. The Company shall in writing within three (3) working days after discharge or disciplinary layoff state their reason for such action. Xxxxxx pending investigation will not exceed two (2) working days and will not affect the wages of employees who are reinstated without disciplinary penalty. It is understood the time can be extended by mutual agreement in the event essential witnesses or evidence is not available within two (2) working days. Employees will receive written notice of reason for the investigative layoff at the time of investigative layoff.
Right of Discharge and Discipline. Upon completion of the designated probationary period an employee shall be designated as a non-probationary employee and the Agency shall have the right to discharge or discipline any such employee for dishonesty, insubordination, drunkenness, incompetence, negligence, failure to perform work as required or to observe the Agency's safety rules and regulations or for engaging during the term of this MOU, in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the MOU. The Agency shall use progressive disciplinary steps (i.e., reprimand, suspension, demotion, discharge) unless the violation is such as to justify termination. Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary, and suspension resulting in loss of pay. In addition, the Agency may discipline or discharge an employee for the following: Fraud in securing appointment; negligence of duty; violation of safety rules; unacceptable attendance record including tardiness, overstaying lunch or break periods; possession, distribution or under the influence of alcoholic beverages, non-prescription or unauthorized narcotics or dangerous drugs during working hours; inability, unwillingness, refusal or failure to perform work as assigned, required or directed; unauthorized soliciting on Agency property or time, conviction of a felony or conviction of a misdemeanor involving moral turpitude, unacceptable behavior toward (mistreatment or discourteousness to) the general public or fellow employees or officers of the Agency; falsifying employment application materials, time reports, records, or payroll documents or other Agency records; misuse of Agency property, violation of any of the provisions of these working rules and regulations or departmental rules and regulations; disorderly conduct, participation in fights, horseplay or brawls; dishonesty or theft; establishment of a pattern of violation of any Agency policy or rules and regulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action; failure to perform to an acceptable level of work quality and quantity; insubordination; other acts inimical to the public service; inability or refusal to provide medical statement on cause of illness or disability.
Right of Discharge and Discipline. Full power of discharge and discipline lies with the "Employer". It is that this power shall be exercised with justice and with regard for the reasonable of the employee. The power of discharge shall be exercised only through a fully authorized and responsible representative of the Management. If the "Union", after investigation, finds that an employee has been discharged or disciplined without just cause, and that it cannot reach an agreement with the representative of the Management, it may bring the case before the Arbitrator. Except as set out in this agreement, all rights and prerogatives of Management are retained by the "Employer" and remain within the rights of the "Employer" and its Management. Without limiting the generality of the foregoing, the "Employer's" rights include: The right to operate and manage the enterprise in any manner in order to satisfy its commitments and responsibilities; the right to determine the location of operations and their commencement, expansion, curtailment or discontinuance; to select, hire, control and direct the working forces; to schedule operations and production, or to determine the work to be done, the number of shifts, the methods, processes and means of production and job Content requirements; to establish quality and quantity standards; to use improved or changed methods, and equipment; to decide on the number of employees needed; to determine the number of hours to be worked, starting and quitting times and whether there shall be overtime work; to establish a piece work, incentive or bonus plan or other method of payment and its application to employees and operations; The right: to maintain order, discipline and efficiency; to work, alter and enforce reasonable rules and regulations, policies and practices to be followed by the employees; The right to determine reasonable safety, health and protection measures including a no-eating or drinking policy in the plant during lunch breaks, in which case the cafeteria and designated lunch areas will be used for such, and to enforce the use of the same; The jurisdiction over all operations, buildings, machinery, equipment shall be vested exclusively in the "Employer". The "Employer" reserves the right to transfer employees from one operation or department to another as a matter of discipline, subject to discussion with the "Union". The above functions shall be exercised in a manner consistent with and subject to the other provisions of the agreement.
Right of Discharge and Discipline. The District shall have the right to discharge and discipline any employee for dishonesty, insubordination, drunkenness, incompetence, willful negligence, failure to perform work as required or to observe the District’s safety and house rules and regulations, which must be conspicuously posted and not in derogation of the Memorandum of Understanding, or for engaging in strikes, individual or group slowdowns or work stoppages during the term of this Memorandum of Understanding, or refusal to accept overtime, or for violating or ordering the violation of the Memorandum of Understanding. Discipline shall be implemented within sixty (60) days of the District becoming aware of the situation causing the problem.
