Common use of Corrective Behaviour - Informal Process Clause in Contracts

Corrective Behaviour - Informal Process. This process is designed to help employees modify behaviour which may not be considered appropriate in the workplace. These are minor incidents and it is preferred that the behaviour is modified before the situation worsens. Articles 24.1 or 24.2 will be applicable to employees subject to discipline or discharge for a major offense. Before an informal discussion takes place, related to discipline, the employee will be offered union representation for the informal process. Minor incidents may be handled without the necessity of a formal investigation. Minor incidents are defined as those for which no more than five (5) demerit marks would normally be assessed. The Company and the Union agree that an employee may not be discharged under this informal process. The informal process will not apply to employees whose discipline records stand at thirty (30) or more demerit marks. Such incidents will be investigated as quickly as possible by a proper officer(s) of the Company. An employee who is alleged to have committed a minor offence will not be assessed discipline without having been subject to the informal process as described above. The substance of the discussion shall be recorded on an incident report which shall contain the following information: DATE: LOCATION: EMPLOYEE’S NAME AND PIN: SUPERVISOR’S NAME AND PIN: BRIEF DESCRIPTION OF THE INCIDENT: EMPLOYEE’S REMARKS: CORRECTIVE ACTION: UNION REPRESENTATIVE: A copy of the incident report shall be given to the employee when action has been decided upon, and a copy may be placed on the employee’s file. In cases where the assessment of discipline is deemed warranted, the employee will be advised in writing within fourteen (14) calendar days from the date the incident is reviewed with the employee concerned. Should the employee disagree with the discipline assessed at this stage, the employee so notified may initiate an appeal of the discipline in accordance with the provisions of Step 2 of the grievance procedure. Should the employee disagree with any of the conclusions reached by the Company during the informal process, the employee (or their duly authorized union representative) may, within fourteen (14) calendar days of receipt of notification of discipline, advise the proper officer of the Company that they require that a formal investigation be held pursuant to this Agreement which will then be held without undue delay. In such instances the incident report and the discipline assessed through the informal process will be considered null and void.

Corrective Behaviour - Informal Process. This process is designed to help employees modify behaviour which may not be considered appropriate in the workplace. These are minor incidents and it is preferred that the behaviour is modified before the situation worsens. Articles 24.1 or 24.2 will be applicable to employees subject to discipline or discharge for a major offense. Before an informal discussion takes place, related to discipline, the employee will be offered union representation for the informal process. Minor incidents may be handled without the necessity of a formal investigation. Minor incidents are defined as those for which no more than five (5) demerit marks would normally be assessed. The Company and the Union agree that an employee may not be discharged under this informal process. The informal process will not apply to employees whose discipline records stand at thirty forty (3040) or more demerit marks. Such incidents will be investigated as quickly as possible by a proper officer(s) of the Company. An employee who is alleged to have committed a minor offence will not be assessed discipline without having been subject to the informal process as described above. The substance of the discussion shall be recorded on an incident report which shall contain the following information: DATE: LOCATION: EMPLOYEE’S NAME AND PIN: SUPERVISOR’S NAME AND PIN: BRIEF DESCRIPTION OF THE INCIDENT: EMPLOYEE’S REMARKS: CORRECTIVE ACTION: UNION REPRESENTATIVE: A copy of the incident report shall be given to the employee when action has been decided upon, and a copy may be placed on the employee’s file. In cases where the assessment of discipline is deemed warranted, the employee will be advised in writing within fourteen (14) calendar days from the date the incident is reviewed with the employee concerned. Should the employee disagree with the discipline assessed at this stage, the employee so notified may initiate an appeal of the discipline in accordance with the provisions of Step 2 of the grievance procedure. Should the employee disagree with any of the conclusions reached by the Company during the informal process, the employee (or their duly authorized union representative) may, within fourteen (14) calendar days of receipt of notification of discipline, advise the proper officer of the Company that they require that a formal investigation be held pursuant to this Agreement which will then be held without undue delay. In such instances the incident report and the discipline assessed through the informal process will be considered null and void.