ARTICLE DISCIPLINE AND DISCHARGE. No employee covered by this Agreement shall be disciplined, suspended or discharged without just cause. The Employer will provide to the employee a copy of all written disciplinary measures taken, a copy of which shall be placed in the Union’s mailbox.
ARTICLE DISCIPLINE AND DISCHARGE. No Employee shall be discharged or disciplined without just cause and such cause shall be provided in writing to the Employee with a copy to the Recording Secretary of the Union and the designated Union Representative. Any Employee covered by this Agreement, called before Management to be interviewed concerning any matter that might reasonably be anticipated to result in disciplinary action to the Employee, shall have the right to two (2) representatives designated by the Union present. Where feasible, forty-eight (48) hours notice is to be given and Union representatives must be present.
ARTICLE DISCIPLINE AND DISCHARGE. Having provided a written request to the Administrator at least one (1) week in advance, an employee shall be entitled to her personnelfile for the purpose of reviewing any evaluations or formal discipline contained therein, in the presence of a supervisor at a mutually satisfactory time. It is understood and agreed that an employee is not entitled to see job references.
ARTICLE DISCIPLINE AND DISCHARGE. A probationary employee may be disciplined or discharged for a lesser standard than just cause where, in the sole opinion of the Company, the employee’s performance, conduct, attitude, attendance,or general suitability is unsatisfactory. In making such a determination the Company shall not do so in bad faith. A claim by an employee who has completed probationary period that has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Company at Step No. within five (5) days after the employee is discharged. Such special grievance may be settled by the conferring parties under the grievance procedure and arbitration procedure:
ARTICLE DISCIPLINE AND DISCHARGE. An employee is entitled, prior to the imposition of discipline, suspension, discharge, to be notified at a meeting with management of the reasons for considering such action, unless the employee is a danger to themselves or others. The employee shall be accompanied by a Union representative who shall be advised in advance by management of the time and place of the meeting. Such meetings shall normally be held during working hours and the employee and the Union representative shall each be paid for time spent at such meeting at their normal rate of pay. Employees shall be notified in writing of the grounds for discipline or discharge. The Union receive a copy within ten (10) days or it shall be rescinded. Any reply by the employee shall become part of record. In subsequent grievance procedures, including arbitration, the employer shall be limited to such grounds. When a report pertaining to an employee's performance or conduct, which may be detrimental to the employee's standing or advancement with the employer, is placed in that employee's personnel file, the employee shall be given the within ten
ARTICLE DISCIPLINE AND DISCHARGE. The Society may discharge, suspend, demote or otherwise discipline Employees who have successfully completed their probationary period for just cause. Certain offences are of such gravity and importance that the Society may impose the specific penalty of discharge. Where the dismissal of an Employee is made the subject of a grievance which proceeds to arbitration and the dismissal is for one or more of these serious offences, the Society shall be required to establish, on a balance of probabilities, that the Employee committed the offence. Where the Society establishes that the Employee committed the offence, then the Arbitrator or Arbitration Board, as the case may be, shall not inquire into the penalty imposed. The offences which are considered to warrant the treatment set out above are: Assaulting or abusing a Client or care member; Theft of property from a Client, care member or the Society; Conviction of a Criminal Offence which would impact the client caregiver relationship. Nothing in this clause shall limit the Society in imposing discipline, up to and including discharge, for any other offence, subject to the other terms of this Collective Agreement. Whenever the Society formally imposes discipline, of at least the written warning level, on an Employee, the Employee shall have the right, upon request, to the presence of a Union Xxxxxxx. Where the Society decides to hold a meeting with an Employee, to investigate a matter that may result in discipline or imposes discipline on an Employee, the Society shall advise the Employee of the purpose of the meeting in advance and shall further advise the Employee of her right to request the presence of the Union Xxxxxxx at the meeting. If an Employee is suspended or discharged, the Society shall notify the Union in writing within two (2) working days following the date of suspension or discharge. Where a Xxxxxxx has been requested to attend a meeting, the Xxxxxxx shall be provided kilometer compensation for all kilometers traveled to the Branch Office meeting. All records of disciplinary action are to be removed from an Employee’s personnel file eighteen (18) months from the date of discipline provided there has been no further disciplinary action during this eighteen 8) month period. Where an Employee fails to report for a scheduled work assignment without notifying the Society in advance, unless such notice could not reasonably be given (it being understood that forgetting the assignment is not a reasonabl...
ARTICLE DISCIPLINE AND DISCHARGE. The termination of a probationer may be for any cause or on any basis which the employer may determine. The following offences may be cause for discipline up to and including dismissal: misappropriation of funds, or any other fraudulent or dishonest action; being under the influence of alcohol, or drugs on the employer's premises; gross insubordination; theft, deliberate destruction, or sabotage of property or equipment; falsification of employment application; disclosure of confidential information regarding the affairs of the employer and/or its clients except as required in the normal course of duties; continued sub-standard performance after a written reprimand; engaging in a trade or business whose interests may appear to or do conflict with the interests of the employer, without first approaching the employer and securing permission; personal financial involvement with a customer except:
ARTICLE DISCIPLINE AND DISCHARGE. The Employer has the right to discipline and discharge an employee for “just cause”. The Employer shall not be obligated to give any notice, whatsoever, or to give any pay in lieu thereof, to any employee who is discharged for rank insubordination, dishonesty, obvious disloyalty, theft, or the use of alcohol or use, possession of illegal drugs on site during working hours. Notwithstanding Article the parties agreed that the direction and supervision of employees in the day-to-day operations are within the rights of the Employer. The Employer will advise the employee of his or her right to Union representation by either a Shop Xxxxxxx or Union Representative if readily available prior to disciplinary action being taken.
ARTICLE DISCIPLINE AND DISCHARGE. Should the Hospital discharge or suspend an employee, the Hospital shall submit to the employee, in writing, the for such action. Should a arise from such discharge or suspension, it shall proceed directly to Step of the grievance procedure and must be presented in writing, within ten days following the discharge or suspension. Discharge or suspension grievances may be settled by confirming the action of the Hospital in discharging or suspending an employee, by reinstating the employee with full compensation for the time lost, or by any other arrangement which is just in the opinion of the parties or an Arbitration Board.
ARTICLE DISCIPLINE AND DISCHARGE. No employee shall be disciplined or discharged without just cause which may include but not be limited to acts of violence, theft, excessive violation of documented poor job performance and insubordination. An employee will be offered a Xxxxxxx at any discussion or meeting with the Company, which is disciplinary in nature. If a Xxxxxxx is not available, an employee may select an alternate xxxxxxx to be present during the meeting. An employee who is suspended may file a grievance at Step of the grievance procedure within five (5) days after such suspension is served. An employee who is discharged may file a grievance at Step of the grievance procedure within five (5) days of such discharge. An employee, who is discharged, shall have an opportunity to consult a Union Xxxxxxx prior to leaving the workplace. The oldest written in an employee’s file shall be removed from the active progressive discipline process if the employee completes nine (9) months of warning free employment. The oldest verbal warning in an employee’s file shall be removed from the active progressive discipline process if the employee completes six (6) months of warning free employment. Before any Union Official is suspended, the Company will make a reasonable attempt to inform the Regional Representative, the Company will also make a reasonable attempt to ensure the Regional Representative is present during the termination of a Union Official.
