Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative on the premises prior to departure.
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows:
Discharge Grievance Procedure. The following may be deemed to be just cause of discipline, up to and including discharge, subject to an employee’s right to file a grievance:
Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of the Society, as an observer, at the meeting at which the employee is informed of the Company’s intention to discharge. Subsequent to this meeting, the employee xxxx be provided with an opportunity to consult with a Society representative on the premises prior to departure. In any case of discharge (except for reasons national security) the employee shall be advised of the reason. In addition an Executive Officer of the Society (normally the President), shall be advised of the action taken. The President of the Society will be advised of the reasons for such action. A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the a Grievance unless filed within fifteen days after the employee has received notification reasonable steps have been taken to notify the employee) the discharge, The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: the alleged Grievance shall be reduced to writing, signed by the employee and submitted to the Vice-President, Human Resources or the Personnel Manager, Montreal Office, or other designated Company representatives;
Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of the Society, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a Society representative on the premises prior to departure.
Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work. Security may be in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative. Meetings may also take place through an online meeting at the request of the employee or the Company. Employees will be afforded a reasonable opportunity to gather personal property or arrangements shall be made for such depending on the circumstances. Should there be any private information stored on Company devices, a separate meeting with Human Resources and/or other appropriate designates may be required to retrieve them for the employee. This will be done in a reasonable timeframe.
Discharge Grievance Procedure. In the case of an employee being discharged, the employee may submit a grievance in writing on a form supplied by the University of Toronto, signed by the employee, to the Director of Labour Relations within five working days after the discharge of the employee. If the matter is not immediately settled, the Director of Labour Relations or his/her designate together with the Chief Librarian or her/his designate, shall meet with the National Representative of the Union, or his/her designate, within a further period of five working days after presentation of the grievance. If the grievance is not settled at this meeting, then the Union may notify the Director of Labour Relations in writing within a further period of five working days that it intends to proceed to arbitration as hereafter set out. POLICY OR GROUP GRIEVANCE A grievance of the Employer, or a policy or group grievance of the Union which is distinguished from an individual employee’s grievance, must be sent by registered mail or be personally delivered to the Director of Labour Relations, or to the National Representative of the Union, as the case may be, within fifteen working days after the occurrence of the matter which is the subject of the grievance. The Director of Labour Relations or his/her designate together with the Chief Librarian or her/his designate, shall meet with the National Representative of the Union or his/her designate, within ten working days. If the grievance is not settled at this meeting then either party may notify the other party in writing within a further period of five working days that it intends to proceed to arbitration. The notice of intention to proceed to arbitration shall contain the details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought at arbitration.
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows: The alleged grievance shall be reduced to writing, signed by the employee, and submitted to the appropriate Human Resources representative or other designated Company representative. A hearing shall be called by the Company. A National or International representative of the Union, and Executive Officer of the Council, local Union representatives as necessary, and the aggrieved employee may attend. If the employee, due to conditions beyond the employee’s control and through no fault of the employee, is unable to present the grievance in person, the employee’s Union representative may act on the employee’s behalf. The Company representative will submit a written decision to the Union representative within two (2) days after the matter is presented to the Company. Should the decision be unsatisfactory to the Union, it will then refer the matter to the Council. A written Council reply shall be submitted to the appropriate Human Resources representative, within five (5) days, stating whether the decision is satisfactory or unsatisfactory.
Discharge Grievance Procedure. 9.09 The following may be deemed to be just cause for discipline, up to and including discharge, subject to an employee’s right to file a grievance but these shall be considered a specific penalty under Section 48(17) of the Labour Relations Act :
Discharge Grievance Procedure. Level I Discharge grievances shall be discussed by designated representatives of the Federation and the Board. In the event that the matter is not satisfactorily resolved at such meeting(s) within ten (10) school days of its submission to Level I, the Human Resources Office represen- tative shall state his/her recommended dispo- sition in writing to the representative of the Fed- eration. Level II In the event a discharge grievance is referred to level II, or in the case of a grievance filed by the Federation, or a grievance elected by the Board to be submitted to the formal griev- ance procedure, the President of the Federation or his/ her designee and the Assistant Superin- tendent, Human Resources or his/her designee shall meet at a mutually agreeable time and at- tempt to resolve such grievance. Unless mutu- ally agreed this meeting will take place within ten (10) days of its submission to Level II. In the event that the matter is not satisfactorily re- solved at such meeting(s), the Assistant Super- intendent, Human Resources or his/her desig- nee shall state his/her recommended disposi- tion in writing to the President of the Federa- tion or his/her designee. Level III In the event a grievance submitted to Level II is not satisfactorily resolved at that level, the Federation may appeal the grievance to fi- nal and binding arbitration. Should the Fed- eration choose not to arbitrate, the decision at Level II shall be final and binding upon the par- ties and all other personnel affected.
