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 has been on an employee's file for a maximum of two years, and there have been no further occurrences, then the of reprimand will be removed from all files.
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. No employee shall be disciplined or discharged without just cause. The Company further agrees that formal discipline shall be administered only by City Wide management. The company shall provide the employees and the union with written notice of any discipline or discharge within seventy two (72) hours of the offence or the penalty shall be null and void. It is further agreed that the week-end is excluded. Discipline shall be applied uniformly and discipli- nary measures shall be appropriate to their cause. The company shall provide the employee and the union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of his record. The record of any disciplinary action shall not be referred to or used against him at any time after months following such action. Failure to grieve previous discipline or to pursue such a grievance to arbitration shall not be considered to be an admission that such discipline was justified. Any disciplinary action involving abuse shall remain on the record for twenty-four
AND DISCHARGE. SECTION 4.01. Satisfaction and Discharge of Indenture.........................................43 SECTION 4.02. Application of Trust Money......................................................44 ARTICLE 5REMEDIES
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. 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. If an employee, who is present in the Plant, is discharged or suspended pending a decision on a probable discharge, the employee shall be advised in the presence of their Xxxxxxx or the senior Union on duty. The Union shall provide the Company with the current organization chart of the Union, updated as changes occur. When Counselling Interviews (white) are issued to employees, they will remain in the employee’s file for a period of six (6) months. Providing this six (6) month period has elapsed with no further infractions, the Counselling Interview will be deleted from the record of the employee. When Written Warnings are issued to employees, a copy shall be forwarded to the Chief Xxxxxxx. Such Written Warnings or suspensions shall be deleted from the record of an employee if a period of eighteen (18) months has elapsed without any new infraction, i.e., Counselling Interview, Warning or suspension, being entered. The Company agrees to notify the Union President and Chief Xxxxxxx in writing of the reason for the discharge of any employee other than a probationary employee. Any discharge may be discussed as a grievance, provided the grievance is submitted in writing within seven (7) days of the date of receipt of notification of discharge. In the event that an employee is discharged and, after subsequent investigation, is exonerated and reinstated, the employee shall be reimbursed for the time lost by reason of such discharge on the basis of their normal daily hours of work. The form which the Company uses to record the appraisal of a bargaining unit employee will not be used as evidence during arbitration. An employee shall be allowed to and copy employee file in the presence of a Human Resources Department representative at a mutually agreed time.
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. The Union acknowledges that maintaining good discipline is central efficient operation of the business. In furtherance of this need, management reserves the absolute right to establish, change or modify rules governing employeecon- duct and in theirjob duties provided the Union is of any such changes. Man- agement has the sole right to discipline, suspend or discharge any employee for violation of rules or for any other just cause. All grievances concerningdisciplinary actions ordischargesmust be filed in writing with the grievant’s supervisor within seven (7) calendar days of the disciplinary action and must be otherwise in accord with the provisions of Article The Company agrees to provide each employee covered in this agreement a copy of a Employee if and when oneis ever published. Union has the right to its publication. ARTICLE
AND DISCHARGE. InfractionSlips Whenever the Employer deems it necessary to issue an infraction slip to an employee for censure or discipline for cause, the employee may be by a xxxxxxx and a copy of the infraction slip shall be forwarded to the Union. No infraction slip shall be placed in an employee’s personnel record until has been given a copy thereof and with a copy provided to the Secretary of the Union. The Employer shall consult with the respective xxxxxxx prior to disciplinary action being taken against an employee as a result of an accident. Upon the employee’s request, any letter of discipline, reprimand or suspension will be removed and destroyed from the record of an employee, twelve (12) months following the receipt by the employee of such discipline provided that the employee’s record has been discipline free from the same offence for twelve (12) months.
