AND DISCHARGE. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this CollectiveAgreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service. Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached. Unless otherwise agreed to, after a of reprimand has been on an employee's file for a maximum of two years, and there have been no further occurrences, then the of reprimandwill be removed from all files.
AND DISCHARGE. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this Collective Agreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service. Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached. Unless otherwise agreed to, after a of reprimand disciplinary penalty has been on an employee's file for a maximum of two (2) years, and there have been no further occurrences, then the of reprimand and/or disciplinary penalty will be removed from all files. NARY PENALTIES A copy of all letters of employee reprimand and/or disciplinary penalties shall be sent to the Chief Xxxxxxx, except in cases where in the Company's opinion the matter involved is of a confidential nature. In the latter instance, the letter will state that the Union has not received a copy of the letter. This shall not prevent a supervisor from taking on-the-job disciplinary action including immediate suspension subject to later confirmation. ARTICLE ARBITRATION
AND DISCHARGE. Should a written warning be placed in an employee’s file, one copy of such written warning shall be given to the employee and one copy made available to the Union President. Each written warning is to include a notation of all written warnings issued during the previous Twelve (12) months. All such warnings shall remain in force for a period of Twelve (12) months. Where the Company requires an employee to attend a meeting at which the employee is to be formally disciplined the employee may, if requests, have a Union Representative in attendance with at the meeting provided a Union Representative is available in the Plant. The foregoing shall not, how- ever, prevent the Company from immediately suspending or discharg- ing an employee provided that an employee who is suspended for more than five (5) days or is discharged will be permitted to consult with an available Union Committee member prior to leaving the Company premises. An employee who feels himself wrongly discharged, may have his grievance considered in accordance with the procedure out- lined in this Article, by presenting his grievance in writing, either per- sonally or through the Union, to the Senior Manufacturing Leader pro- viding he does so within five (5)days of his discharge. A meeting of the employee, his Union representatives and the Senior Manufacturing Leader (or his designate) will he held within three (3) days of griev- ance presentation. The Senior Manufacturing Leader will render his decision in writing, three (3) days of the hearing of the case. The Union may, within seven (7) days after the Senior Manufacturing Leader or his designate has rendered his or her decision, give notice to the Company of its desire to refer the matter to arbitration. In cases of a discharge, the sole arbitrator may either confirm the Company's decision in discharging the employee or may reinstate the employee with full, partial, or no compensation, where it is clearly established that the action taken by the Company bears no reasonable relationship to the cause for the discharge. The Company agrees that it will notify an employee of any action within days after the time it becomes aware or ought to have become aware of the circumstances giving rise to the dis- cipline. The Company further agrees that it will take disciplinary action within working days after notification or the earliest date the employee becomes available. ARTICLE The Company shall deduct from Union Dues including, where applicable, ini...
AND DISCHARGE. (a) No regular employee shall be disciplined or discharged without just cause. No employee may be disciplined or discharged without being given the opportunity to have an Association Xxxxxxx his department present at disciplinary hearing. In the event the Association Xxxxxxx from his department is not available the employee may request such other Association Xxxxxxx who is available to be present at his disciplinary hearing. Page It is agreed by both parties that the presence of an Association Xxxxxxx at any administrative or disciplinary hearing is entirely at the option of the respective employee. Employees will be informed of the reason for their reprimand, suspension or termination in writing and a will be forwarded to the Association and the Managing Partner of Foods Inc. (Foothills Plant).
AND DISCHARGE a) No employee shall be disciplined or discharged without just cause. It is understood and agreed that a lesser standard shall apply for the dismissal of an employee who has not completed the probationary period. The normal pattern of disciplinary action shall be as follows: oral reprimand; written reprimand; suspension; and discharge. However, any of the above steps may be omitted as a result of the seriousness of the offence. When an employee is disciplined they shall be advised promptly, in writing, by the Board of the reasons for such action, The disciplinary action shall form part of the employee's file along with the employee's reply, should one be forwarded to the Board. The Board recognizes that an employee has the right to have a Xxxxxxx or designate present during formal discipline meetings involving written reprimands, suspensions with or without pay and dismissal. Renfrew County Catholic COPE Collective Agreement ARTICLE DISCIPLINE AND DISCHARGE (Continued)
AND DISCHARGE. Should the Hospital discharge or suspend an employee, the Hospital shall submit to the employee, in writing, the for such action. Should a grievance arise from such discharge or suspension, it shall proceed directly to Step of the grievance procedure and must be presented in writing, within ten days following the discharge or suspension. Discharge or suspension grievances may be settled by confirming the action of the Hospital in discharging or suspending an employee, by reinstating the employee with full compensation for the time lost, or by any other arrangement which is just in the opinion of the parties or an Arbitration Board.
AND DISCHARGE. Reprimands (verbal and/or written warnings) placed on an employee's record and will be removed within one (1) year of the date of occurrence. Disciplinary action resulting in suspension placed on an employee's record is to be removed in two (2) years if not repeated. Notice of discharge shall be hand delivered, or forwarded to the employee by registered mail, or courier to the last known address on file with the employer, with a copy to the Recording Secretary of the Union, and to the representative of the Canadian Union of Public Employees. In cases where an employee is discharged verbally, the above notification will still be sent to the employee and those listed above for verification purposes. A claim by an employee with seniority that has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged at Step of the grievance procedure within five (5) working days after the employee ceases to work for the employer, and the first step of the grievance procedure will be omitted in such case. Such special grievance may be settled under the grievance and arbitration procedure. No disciplinary document shall be placed on the employee's file which has not been first shown, and a copy given to the employee. An employee, or the employee's representative, shall, with the authorization of the employee, have the right to have access to, make copies, and review personnel file, within three (3) working days of making such request to the Human Resources Services Division, and on the employee's own time. ARTICLE
AND DISCHARGE. 19 SECTION 4.1 Satisfaction and Discharge of Indenture.............19 SECTION 4.2 Application of Trust Money..........................21 SECTION 4.3 Repayment of Monies Held by Paying Agent............21 SECTION 4.4 Duration of Position of Indenture Trustee for Benefit of Certificateholders...............................21
AND DISCHARGE. SECTION 4.01. Satisfaction and Discharge of Indenture.........................................43 SECTION 4.02. Application of Trust Money......................................................44 ARTICLE 5REMEDIES
AND DISCHARGE. Section 401.
