Common use of Administration of Discipline Clause in Contracts

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- fice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent or Assistant Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designate, will be conducted at the Opera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection will be made during normal business hours, at a time suit- able to both parties. The Union agrees to exert every effort to co-operate with the Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances circumstances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- xxxxx discipline rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative Representative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation information has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent Manager or Assistant Superintendent Managers or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents The l Manager or their Assistants Assistant Manager or their designate, will be conducted at the Opera- torOperator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection inspection will be made during normal business hours, at a time suit- able suitable to both parties. The Union agrees to exert every effort to co-operate with the Com- mission Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances circumstances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- xxxxx discipline rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative Representative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation information has been given such previous offences shall not be taken into consideration except so far as they relate to the offence offense under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent Superintendent or Assistant Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designate, will be conducted at the Opera- torOperator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection inspection will be made during normal business hours, at a time suit- able suitable to both parties. The Union agrees to exert every effort to co-operate with the Com- mission Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. A bargaining unit member shall be provided detailed pre- disciplinary notice of the allegations raised and an opportunity to respond before a final determination regarding discipline is made. The parties recognize that pre-disciplinary notice shall be provided in writing, copying the Union; and the opportunity to respond shall take place at a pre-discipline meeting scheduled with at least three (3) workdays’ prior notice. A pre-discipline meeting will not necessarily result in discipline. The pre-discipline meeting notice will include a detailed description of the allegation(s) giving rise to the meeting, along with any evidence upon which the employer may rely to support the allegation(s). Management will make a good faith effort to provide all available documents related to the basis for discipline, including dismissalprior to the pre-discipline meeting, exclusive of evidence prohibited from disclosure by law or regulation. The pre- discipline meeting can be rescheduled once at the request of either Party. Within fourteen (14) calendar days of the pre-discipline meeting, the Employer may take disciplinary action, copying the Union, regarding what disciplinary action, if any, the Employer has decided to take. Investigatory Interviews That May Lead to Discipline: Management may conduct an investigatory interview of a traumatic experience bargaining unit member for employeesthe purposes of gathering information based upon an allegation of misconduct. If the bargaining unit member is the subject of the allegation and the meeting may lead to discipline, this interview requires twenty-four (24) hours’ notice and accordingly, justice the Union must be done in a manner that copied on the notice. If necessary, the Union has the right to cancel the initial interview and is consistent with dignityallowed another 24 hours’ time to find an agreeable time to meet when the union representative can be present. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (placed on administrative leave with or without pay) or reassigned, pay as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of needed during the delay. When a disciplinary report on any member of Local 113 has been recorded in writingAny information gathered from the interview, one copy will which would be placed in used as the employee’s file, one copy to the employee and one copy forwarded to the Union Of- fice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond the previous two years. All disciplinary records basis for any years possible disciplinary action, shall be shared with the bargaining unit member prior to the preceding five years pre-discipline meeting. Union Representation and Notices to Employee and Union: Bargaining unit members shall be destroyedhave the right to Union representation during any investigatory, pre-disciplinary, or disciplinary meeting. The Commission agrees that when employees are Employer shall copy the Union on all meeting notices, warnings, and other documents required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent or Assistant Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designate, will be conducted at the Opera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection will be made during normal business hours, at a time suit- able to both parties. The Union agrees to exert every effort to co-operate with the Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:this Article.

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity opportu- nity to present any pertinent information. The employee may be relieved re- lieved from duty (with or without pay) or reassigned, as circum- stances circumstances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative Representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed charge and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a a-result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation informa- tion has been given such previous offences shall not be taken into consideration except so far as they relate to the offence offense under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent Superin- tendent or Assistant Superintendent (or designatedesignate in the case of Wheel-Trans Opera- tors), except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designateAssistants, will be conducted at the Opera- torOperator’s Divisional Office. Upon request employees may, twice once during a calendar year, inspect their own Personnel Services (Human Resources) recordDepartmental Discipline Record. Such in- spection inspection will be made during normal business hours, at a time suit- able suitable to both parties. The Union agrees to exert every effort to co-operate with the Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemploy- ee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission TTC will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded re- corded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission TTC agrees that when employees are required to report for disciplinedisci- xxxxx, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose pur- pose of discipline without first being interviewed by the Divisional Super- intendent Manager or Assistant Superintendent Managers or designate, except in those cases with respect to which the Commission TTC may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents The l Manager or their Assistants Assist- ant Manager or their designate, will be conducted at the Opera- torOperator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection will be made during normal business hours, at a time suit- able suitable to both parties. The Union agrees to exert every effort to co-operate with the Com- mission TTC to keep the need for disciplining employees to a minimum. The Commission TTC may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature na- ture of the charge, the discipline being imposed and the basis of the disci- xxxxx discipline rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative Rep- resentative with them whenever such employees are required to report re- port for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Of- fice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence offense under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report re- port for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose pur- pose of discipline without first being interviewed by the Divisional Super- intendent Superintendent or Assistant Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designate, will be conducted at the Opera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect in- spect their own Personnel Services (Human Resources) record. Such in- spection inspection will be made during normal business hours, at a time suit- able to both parties. The Union agrees to exert every effort to co-operate with the Com- mission Commission to keep the need for disciplining employees to a minimummini- mum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative Represen- tative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed charge and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Repre- sentative Representative with them whenever such employees are required re- quired to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission Commis- sion will not be liable for any wages lost as a result of the delay. , When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employeeemploy- ee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employeesemploy- ees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation information has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent or Assistant Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents or their Assistants or their designate, will be conducted at the Opera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such in- spection will be made during normal business hours, at a time suit- able to both parties. The Union agrees to exert every effort to co-operate with the Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:.

Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circum- stances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative Represen- tative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the em- ployeeemployee’s performance of his duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed charge against him and the basis of the disci- xxxxx rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees An employee shall be entitled, if they request he requests, to have a Union Repre- sentative Representative with them him whenever such employees are employee is required to report for discipline. If such a request is made, and a union representative rep- resentative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employeeemploy- ee’s file, one copy to the employee and one copy forwarded to the Union Of- ficeOffice. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employeesemploy- ees. Previous offences unless the employee was informed of them shall not be considered when rendering discipline and where such infor- mation information has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered be- yond beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are an employee is required to report for disciplineto the Operations Training Centre or to the head office of a maintenance department, their his case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Divisional Super- intendent or Assistant Divi- sional Superintendent or designatehis Assistant, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by Divisional Superintendents Superinten- dents or their Assistants or their designateAssistants, will be conducted at the Opera- torOperator’s Di- visional or Sub-Divisional Office. Upon At his request employees an employee may, twice once during a calendar year, inspect their his own Personnel Services (Human Resources) recordDepartmental Discipline Record. Such in- spection inspec- tion will be made during normal business hours, at a time suit- able to both parties. The Union agrees to exert every effort to co-operate with the Com- mission Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences: