DISCIPLINE AND GRIEVANCE. PROCEDURE
DISCIPLINE AND GRIEVANCE a) Should a Musician’s conduct or attendance be in question, a verbal warning must (initially) be given by the Music & Orchestral Services Manager in the presence of the Union representative. Should the misconduct be repeated, a warning in writing shall be issued by the Music & Orchestral Services Manager to the Musician, with a copy to the Union. If these warnings are not heeded any ongoing engagements may then be terminated. A warning will stand for one calendar year, after which time the warning will be withdrawn.
DISCIPLINE AND GRIEVANCE. 13.1 The Employee is subject to the Company’s disciplinary and grievance policies, copies of which can be obtained from Xxxx Xxxxxxx. The disciplinary and grievance policies are not contractual in effect and do not form part of the Employee’s contract of employment.
DISCIPLINE AND GRIEVANCE. If an employee believes that the employee has been unjustly treated by the Company or that any of the provisions of this Agreement affecting the employee have not been properly complied with, the employee shall take up the case directly with the immediate Supervisor or Foreperson. If the matter is not resolved by the Supervisor or Foreperson, or if the employee feels the employee has not been able to properly explain or express the employee's difficulties or complaint to the Supervisor or Foreperson, the employee may request the presence of a Xxxxxxx. If the matter is still unresolved, the grievance procedure set forth below shall be followed. Step The employee will report the grievance to a Xxxxxxx or Committee member and prepare four copies of a Complaint or Grievance Report. Two copies of the report must be presented to the immediate Supervisor or Foreperson within fifteen (15) calendar days of the alleged violation taking place. Within ten calendar days of presenting the written grievance, a Xxxxxxx or Committee member, together with the employee, will meet with the designated Supervisor of the Department to discuss and, if possible, arrive at a settlement. The Supervisor will give a written decision within seven (7) calendar days of such meeting. Step If the grievance is not satisfactorily settled at Step the grievance will be dealt with at a meeting of the Union Grievance Committee and Refinery Management. This meeting is to be held within twenty-one (21) calendar days of the decision in Step or such longer time as may be agreed upon. The Refinery Manager or appointed representative will state a decision in writing not later than ten (10) calendar days after meeting with the Committee. At any meeting with Refinery Management, a Local or National Representative of the Communication, Energy and Paperworkers Union may be present. Step Failing a settlement under the above procedure or any difference between the parties arising from the interpretation, application, administration or alleged violation of this Agreement, including any question as to whether a matter is arbitrative, such difference or question may be referred to arbitration at the written request of either party, If so, this shall be done within thirty
DISCIPLINE AND GRIEVANCE. The provision of advice and administrative support on issues relating to alleged misconduct, grievances and when appropriate, poor performance, together with advice on procedural matters. HR will provide telephone advice and attend investigatory meetings to assist the investigating officer, consultation with staff and their representatives and attendance at Disciplinary/Grievance sub committees and appeal hearings should it be required. HR will attend Employment Tribunals. HR will respond to all reasonable requests time wise. Any additional support required by the school will be offered on a pay as you use basis.
DISCIPLINE AND GRIEVANCE. The Employer’s disciplinary rules and procedures and the grievance and appeal procedure in connection with these rules are set out in the “Disciplinary Rules & Procedure guide” which is attached hereto. The disciplinary rules and procedures and the grievance and appeal procedures are non-contractual and do not form part of this contract.
DISCIPLINE AND GRIEVANCE. (a) If Executive shall have a grievance relating to his employment with Employer or is dissatisfied with any disciplinary decision relating to him he may apply to the President of Employer and his application will be dealt with by the Board at a meeting at which Executive shall be entitled to be present. Further details of Employer's grievance procedure which does not form part of Executive's contract of employment, will be provided to Executive separately.
DISCIPLINE AND GRIEVANCE. 7.1. The Secondee will remain subject to the Employer’s disciplinary and grievance procedures. Any such disciplinary matters which arise during the secondment and which the ICO becomes aware of, will be referred by the ICO to the Employer, who will take such action as may be deemed necessary under the relevant Employer disciplinary procedures. The ICO may also be involved in the investigation into any disciplinary investigations or proceedings involving the Secondee.
DISCIPLINE AND GRIEVANCE. If an employee believesthat he has beenunjustly treatedby the Company any of the provisionsof this Agreement affectinghim have not been properlycomplied with, he shall Revised take up his case directly with his immediate or xxxxxxx. If the matter is not resolved by the Supervisor or xxxxxxx, or if the employee feels he has not been able to properly explain or express his difficulties or complaint to the Supervisor or xxxxxxx, the employee may request the presence of his Xxxxxxx. If the matter is still unresolved,the grievance procedure set forth below shall be followed.
DISCIPLINE AND GRIEVANCE. The Employee should take up with the Chair-person of CDT any difficulty, concern or complaint. The Disciplinary and Grievance procedures are as detailed in the written statement which will be provided to all Employees with their contracts. Should the Employee be aware of any misconduct on the part of the Chair-person of CDT then this must be reported to another Director of the Board of CDT in writing immediately.
