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 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 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
AND DISCIPLINE. No report or information gathered in an process shall be used for disciplinary purposes.
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. 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 his 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 himself against it. When 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 shall be subject to just cause. The Employer shall provide an interpreter €or any investigation or under this Article if so requested by an employee. The interpreter shall be an independent third party agreed to by the parties.
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. No Employee will be disciplined without just and sufficient cause. When an Employee is suspended from duty with pay, pending investigation, the Employer undertakes to notify the Employee, and the Bargaining Agent, in writing, of the reason for the suspension within ten (10) calendar days. The Employer shall notify the Local Representative of the Alliance immediately that such a suspension has occurred, and the purpose of the investigation. The Employer shall notify, in writing, the Bargaining Agent, and the Employee, the results of the investigation within ten (10) calendar days, following completion of the investigation. When an Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him, or her, the Employee shall have a representative of the Bargaining Agent in attendance to represent the Employee at the meeting. The Employee and the Bargaining Agent shall receive at least one (1) day’s notice of such meeting. The Employer shall not introduce as evidence in a hearing relating to disciplinary action, any document from the file of an Employee, the content of which the Employee was not aware of at the time of filing, or within a reasonable period thereafter. The Employee or the Alliance Representative will acknowledge receipt of any such document upon Management’s request. Any document or written statement related to disciplinary action, which may have been placed on the Personnel File of an Employee shall be handled in the following way: A Level I disciplinary action is a formal letter of reprimand, or a notice on file of a verbal warning, but no suspension. The record of such action will be removed from the Personnel File after twelve months if no further disciplinary action occurs in that period. A Level disciplinary action is a suspension without pay for a period of up to five (5) calendar days. The record of such action will be removed from the Personnel File (24) months, if no further disciplinary action occurs in that period. A Level disciplinary action is a suspension without pay for a period in excess (5) calendar days. The record of such action will be removed from Personnel after eight (48) months if no further disciplinary action occurs in period.
AND DISCIPLINE. A claim by an employee that has been unjustly discharged suspended with or without pay or laid off, (providing, in the case of discharge, where has not completed probation, the standard as set out in Article shall apply) shall be treated as a grievance if a written statement of such grievance is lodged with the Society at Step of the grievance procedurewithin ten days after the date of discharge, suspension with or without pay or layoff is effected. In cases of discharge or suspension with or without pay, the employee and the Union will be made aware of the reasons for such action, prior to its taking place, the action will be confirmed in writing to the employee and the Union. The discussion will be betweenthe employee and immediatesupervisor. The employee shall have the right to have a Union Representative present at any such discussion. At any interview where the Society confirms its actions in dischargingor suspending an employee without pay or converts a suspension with pay to a suspension without pay or termination a Union Representative shall be present during such interview unless the employee does not wish the Union Representativepresent and confirms this by signing Appendix “A attached hereto in the presence of a Union Xxxxxxx. Where a Union Representative is not present, the Union will be advised in writing of the Society‘s action. Such special grievance may be settled under the grievance or arbitration procedure by:
AND DISCIPLINE. A grievance involving the discharge of an employee must be reduced to writing and originated under Step 2 within fourteen calendar days of the employee being notified of his discharge. It is agreed that a Co-Chairperson of the Union Committee or a Union . Committee member will be notified of the dismissal of a seniority-rated employee. Notwithstanding anything in this Agreement, a probationary employee may be terminated -at--the- sole-discretion for such termination of a probationary employee shall not be subject to the grievance or arbitration procedures. Wherever an employee is being issued disciplinary action including verbal warnings; suspension or termination of employment, the Employer will advise the employee of their right to have a union representative present at the meeting. The union representative may, if present, meet with the employee for a period of up to fifteen minutes after the disciplinary meeting. The Employer will attempt to provide an area for this meeting to occur. The Employer will endeavour to deal with all disciplinary actions within fourteen calendar days of the date of the incident occurring.
