AND DISCIPLINE. A claim by an employee, who has attained seniority, of discharge without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Superintendent of or designate at Step of the grievance procedure within seven (7) working days after the employee ceases working for the Employer. Such special grievances may be settled by:
AND DISCIPLINE. The Employer agrees that, during the term of this Agreement, it will not discharge any employee who is on the Seniority List except for such conduct on the part of such employee as shall be just and sufficient cause for such discharge. It is understood and agreed, without limiting the Employer's rights to discharge employees, that absence from employment by any employee save and except for sickness, accident, unavoidable circumstances or with leave of the Employer,
AND DISCIPLINE. The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall examine all relevant mitigating factors. When an Employee is to be suspended from duty, the Employer shall notify the Employee in writing of the reasons for such suspension within twenty-four (24) hours of the suspension in sufficient detail that the employee may defend against it. The Employer shall notify the local representative of the Union that such suspension has occurred or is to occur. When Employees are required to attend a meeting where a disciplinary decision concerning them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have, at their request, a representative of the Union attend the meeting. In the event of a suspension with or without pay or termination, the following procedures shall be followed;
AND DISCIPLINE. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing o f the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the local representa- tive of the Alliance that such suspension has occurred. Effective April When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him, advise him that he is being terminated for any reason, or discuss conduct for which the Employer is considering discipline or termination, the employee is entitled to have, at his request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one day's notice o f such a meeting. The Employer agrees not to introduce as evidence i n a hearing relating to disciplinary action any document from the f i l e of an employee the content o f which the employee was not aware o f at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel f i l e of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. ARTICLE
AND DISCIPLINE. The Employer shall have the right to suspend with or without pay discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall consider several factors such as the seriousness of the offence, the Employee's length of service, and other relevant mitigating factors. When an Employee is to be suspended or discharged from duty, the Employer shall notify the Employee and the Union in writing of the reasons for such suspension or discharge. When an Employee is required to attend a meeting where a disciplinary decision concerning the Employee is to be taken by the Employer or a representative of the Employer, the Employee is entitled to request and to have a representative of the Union attend the meeting. The meeting should be scheduled to enable a Union Representative to attend. When an Employee is suspended without pay for a period of more than thirty (30) days or is discharged, a grievance may be initiated at the Third Level as per the Grievance procedure set out in Article within the time limits specified.
AND DISCIPLINE. The principle of progressive discipline is recognized by both parties. Where an employee is to be disciplined, the Employer shall notify the employee at a meeting. Prior to the meeting, the Employer will notify the employee of right to have a Representative of the Union in attendance. The reasons for the discipline shall be provided to the employee in sufficient detail that the employee may defend against it. When circumstances are such that the Union Representative was not available or the employee did not request the attendance of a Union Representative, the Employer shall notify the appropriate Union Representative when discipline occurs. Discipline, including dismissal, shall be subject to just cause. Article Hours of Work The standard weekly hours of work shall be as outlined in Appendix "A". The work week shall be as outlined in Appendix Employees shall receive two (2) consecutive days of rest each week. The weekly work week described in Appendix may be amended by mutual agreement of the Committee in Article An employee shall receive a fifteen (15) minute paid rest period near the mid- point of their work periods before and after the meal break. An employee who is absent from duty without prior authorization shall communicate the reason for the absence to their Department Head immediately upon being able to do so. Any paid leave of absence, with exception of sick leave, must be applied for and authorized before such leave is taken. An employee who is late arriving at work shall report such lateness to their Department Head, and if the circumstances warrant it, the may require a leave form. No employee shall leave their work premises during working hours without the permission from their Department Head; in case of a department head, then permission of Dressed Work Week Compressedwork week initiatives shall not cause any overtime and shall be initiated at an employee request. Compressed work week initiatives shall cause no compromise in coverage or customer service. Compressed work week shall not be approved for a period in excess of six months at a time. Compressed work week maybe suspended at any time by the Chief Administrative Officer or the employee. Earned days off may not be banked when the days off coincide with stat holidays and must be scheduled for the next working day or another day during that pay period as approved by the The terms of the compressed work week must be mutually agreed in writing. Article
AND DISCIPLINE. In the event of an employee being discharged from employment or disciplined, without just cause, the case may be taken up as a grievance. Such grievance shall commence at Step by the aggrieved employee and Xxxxxxx shall present to the Production Manager in writing a statement of the grievance signed by the employee and the grievance will then be dealt with by the usual Grievance and Arbitration Procedure. Such grievance must be commenced within five
AND DISCIPLINE. An employee is entitled, the imposition of discipline or discharge, to be notified a ,a meeting with management of the reasons for considering such action unless he is a danger to himself or others. The employee shall be accompanied by a Union Representative and/or a Shop Xxxxxxx. The Hospital agrees to contact the Union Representative to establish an appropriate time, date and location of the meeting. Employees shall be notified in writing of the grounds for discipline or discharge. The Union shall receive a ⚫ The Hospital shall provide the employee with a copy of any written warning or adverse report. Any reply by the employee shall become part of his record. The any adverse report or disciplinary action shall neither be referred nor used against him at any time calendar months following such action except where such in an injury to others or destruction of property. account of age. No employee shall be required to retire solely on Except in cases of gross misconduct or behaviour that warrants immediate dismissal or suspension, the Hospital agrees to follow the principle of progressive discipline, stating in writing, the wrongdoing, how it is to be corrected and the next disciplinary step if appropriate action is not taken by the employee within an appropriate, specified time frame. The Hospital agrees to act reasonably, fairly, in good faith, and in a manner consistent with the Agreement as a whole.
AND DISCIPLINE. Dismissal A full-time or part-time employee, who has completed forty (40) working days employment with the Employer, may be dismissed, but only for just cause. Time Limitation The record of an employee shall not be used against him at anytime twenty-four (24) monthsfollowinga suspen- sion or disciplinaryaction, includingletters of reprimand or any adverse reports. This shall not applyin cases of abuse theft, or physical violence provided the discipline is im- posed by the Employer and is not the subject of an arbitra- tion hearing or is the result of an arbitration decision which upholds or modifies the discipline imposed by the Employer discipline is modified by the prior to arbitration hearing, the modified discipline shall remain on the employee's record).
AND DISCIPLINE. Employees will not be disciplined/discharged except for just cause. When an employee, who has attained seniority is disciplined/discharged, written notification will be given to the employee and to his xxxxxxx or to a member of the local executive committee and to the local secretary. A claim by an employee that he has been unjustly disciplined or discharged will be treated as a grievance provided a grievance is filed with the Plant Manager or his designated representative within seven calendar days of the employees discipline/discharge. In cases of discharge the first two steps of the regular grievance procedure will be omitted. The Company may discharge, suspend or otherwise discipline an employee depending on circumstances. The Company informs the Union of the procedure when dealing with minor offences;
