ARTICLE DISCIPLINE. The parties agree that the Employer has the right to discipline and discharge for just cause. The purpose of discipline is corrective as opposed to punitive.
ARTICLE DISCIPLINE. For the purpose of this article Supervisor in the case of a school shall mean the Principal. (The following clause does not apply to supply employees) District School Board will administer discipline in a mannerconsistent with the concept of progressive discipline. Discipline will be employed to improperconduct or poor performance. An opportunity will be provided for the disciplinedemployee the inappropriate behaviour identified. In cases of severe misconduct, the Board may bypass the normalprogressive discipline process. Employees must be aware potentialdisciplinary actions will be invokedby the employer for misconduct or unacceptable work Supervisors are responsible for addressingpotential situations that might draw discipline. Employees who am behaving orperformingin a manner that might warrant discipline will be made aware of the nature of the unacceptable behaviour and the potential for discipline by supervisor. Supervisors are expected to investigate offenses and problems fully and concisely. Each situation will be factually documented in a timely manner by the appropriate supervisor. Progressive discipline will be applied in cases where the misconduct or performance problem is within the control of the employee. A disciplinary response is not immediatelyjustified if the situationis beyondthe employee's control. The has a responsibilityto inform the employee of the lack of adequate and, in the case of an employee who has completed the probationary period, give them a reasonable time to improve, offer the employee training opportunities and provide suitable counselling. If the individualcontinues inadequately and has had a reasonable amount of time to improve, the Board may discipline and ultimately dismiss an employee cause. An employee shall have the right to have a Union representative present at disciplinary meetings with the The Board will notify the employee in advance of a disciplinary meetingand the employee's right to have Union representation at the meeting. The Union has the right to have a representative of the Office and Professional Employees InternationalUnion present at all disciplinary meetings. When an employee has been dismissed, the employee shall have the opportunity of interviewing a union representative in private for a reasonable period of time before leaving the Board premises. A claim by an employee for unjust suspension or discharge shall be treated as a grievance and handled in accordance with Article commencing at The "emp...
ARTICLE DISCIPLINE. It is understood and agreed that an employeewho has not completedhis probationary period shall have no right to grieve his discharge from the employment of the Company. Whenever the Employer deems it necessary to reprimand an employeeindicating that dismissal may follow if such employee fails to bring his work up to a required standard by a given date, or if there is a repetition of the matter complained of, the Employer shall, within ten (10) working-days thereafter, given written particulars of such censure to the employee involved.
ARTICLE DISCIPLINE. In order of severity, the types of disciplinary action are:
ARTICLE DISCIPLINE. No employee who has completed his probationary period shall be disciplined except for just and sufficient cause. Where an employee is disciplined by suspension, without pay or by discharge, the Employer shall, within two (2) weeks of the suspension or discharge notify the employee, i n writing, by registered m a i l or by personal service, the reason for the suspension or discharge.
ARTICLE DISCIPLINE. ⚫ 13. Of a meeting the an is held for the put pose discipline the will advise the employee concerned of his right to union representation and, when requested by the a Xxxxxxx or Chief Xxxxxxx shall invited by management to be present at said meetings. The agrees to as prior notice as circumstances permit to the Xxxxxxx or Chief Xxxxxxx concerned of any dismissal, suspension or demotion of. any employee for disciplinary reasons. The agrees to provide the or and if by the his xxxxxxx., with written notification of the of , demotion and the reasons for at the time it is taken or soon thereafter Letters or of a disciplinary nature in an employee’s file shall normally cancelled after thirty-six months, unless during this thirty-six month the employee receives any additional disciplinary notices, GRIEVANCE AND ARBITRATION Grievances Involving Interpretation, Alleged Violation or Dismissal Should any differences arise between the and the or any of members thereof employed by the as to the interpretation or alleged violation of any Of the of this Agreement or a , it is agreed that there shall no stoppage of work but a final and binding settlement of any such shall arrived at in the following manner: Step One Within twenty working days from the aggrieved the or xxxxxxx (at the employee’s shall discuss the grievance with the employee’s immediate Supervisor If a a satisfactory us or settlement is not received within two working days, the employee may proceed to Step Step Two Within working days of the aggrieved action, the employee or his shall present the grievance in writing to person designated as the Second Level Manager concerned, stating the agreement provision allegedly violated. If a reply, satisfactory ad j or settlement is nut received within five working days from the date on which the grievance was presented at this step, the employee may proceed to Step Three. Step Three Within ten working days from the expiration of the day period referred to in Step Two, the employee or his representative may present his grievance in writing to the Department Bead. The disposition of the grievance at Step Two and replies must y the grievance . If a reply, a satisfactory adjustment or is not received within five working days the date on which the grievance was presented at this step, the employee may proceed to Step At this Step Three, the Union shall have the right to initiate a as to the interpretation or alleged violation of any terms of this Agreement or a directly ...
ARTICLE DISCIPLINE. In instances of discipline or dismissal, the parties agree that the following principles will be employed:
ARTICLE DISCIPLINE. The parties agree that the Employer has the right to discipline and discharge for just cause. Employees will be given, in writing, the reasons for any formal discipline. Any formal disciplinary notice placed on the personal file held by the Public Service Commission shall become null and void and not used in any future disciplinary decision after the employee attains a clear work record for months from the time of the last notice. Any formal disciplinary notice that became null and void shall, at the written request of the employee, be placed in a sealed envelope and left in a separate file that may only be opened by the employee or by the Director or an Officer of the Staff Relations Branch of the Public Service Commission. In the latter situation, a reasonable effort will be made to open the sealed envelope with the employee's knowledge. The Employer agrees not to introduce as evidence in a hearing relating to a disciplinary action any document including any performance evaluation review, from the file of an employee, the existence of which the employee was not aware at the time of filing, or within a reasonable period thereafter. When an employee is required to attend a meeting, the purpose of which is an investigation which may result in formal discipline concerning or the purpose of which is to render formal discipline concerning the employee is entitled to have at his or her request a Representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day's notice of such a meeting.
ARTICLE DISCIPLINE. Employees and supervisors are encouraged to have open discussions on matters of concern as a means of resolving potential conflict. Whenever a supervisor deems it necessary to meet with an employee on matters which may result in disciplinary action, the supervisor shall advise the employee of the purpose of the meeting and will provide sufficient time to allow the employee the option of being accompanied by their shop xxxxxxx. The supervisor shall issue a written expression of dissatisfaction or a written notice of discipline concerning the employee's work within ten (IO) working days of becoming aware of the circumstances giving rise to the discipline, or upon completion of an investigation into the
ARTICLE DISCIPLINE. The imposition of discipline without just cause by the Division or any agent thereof in the form of written warning(s) and/or suspension(s) with or without pay shall be subject to the following provisions:
