Disciplinary Measures Clause Samples

Disciplinary Measures. 29.01 The Parties shall make every reasonable effort to encourage informal consultation and investigation of allegations, with a view to resolving the matter without formal disciplinary action being initiated. Further, (A) A member may be disciplined only for just cause. (B) Medical disability shall not be cause for disciplinary actions. (C) A criminal charge or conviction is not necessarily grounds for discipline or dismissal. 29.02 Disciplinary actions that may be taken pursuant to this article by the Board include, but are not limited to, the following: (A) a letter of warning or reprimand; (B) suspension with pay; (C) suspension without pay; (D) dismissal for cause. In this Article, suspension refers to the act of the Board in relieving a member of some or all University duties for cause without his/her consent for a specified period of time; dismissal for cause refers to the termination of an appointment by the Board without the consent of the member. Any disciplinary action shall be commensurate with the seriousness of the violation. At any meeting to consider any matter pertaining to the disciplinary action, the member must be notified in advance that such meeting pertains to disciplinary matters and the member has the right to be accompanied by an Association representative and/or legal counsel designated by the Association. 29.03 Actions pursuant to 29.02 shall be clearly identified in writing as being disciplinary and a clear statement of the reasons for the action taken by the Board shall be sent by registered mail to the member’s last known address or delivered by hand. Where disciplinary action is being taken by the Board, the Board shall supply the Association with the name of the member concerned. 29.04 All disciplinary action shall be initiated within 20 days of the date the Board knew, or ought reasonably to have known, of the matter giving rise to the discipline.

Disciplinary Measures. Where an employee is called before a supervisor, or administration, for the purpose of discipline, he/she will be informed that he/she has the right to have a union representative present.

Disciplinary Measures. Imposition A Head or a ▇▇▇▇ may impose a disciplinary measure on a faculty member; and shall at the time of the decision inform the faculty member in writing of the measure and the reasons for it.

Disciplinary Measures. The arbitrator may, in the case of discharge or of disciplinary measures imposed on employees having acquired seniority rights, confirm, modify or annul the decision of the Company, or, as the case may be, substitute any other sanction which appears to him to be just and reasonable under the circumstances.

Disciplinary Measures. Arbitration Articles 20.06 to 20.13 inclusive of Part 1: Framework for Collective Bargaining apply to the submission to arbitration of a dispute on the imposition of disciplinary measures.

Disciplinary Measures. 16.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's personal file. 16.02 Except in the case of the discharge of employees serving a probationary period, for any employee who is discharged, suspended, or given a written warning, the Union may submit her/his case to the grievance procedure and if necessary to arbitration. 16.03 In all cases of disciplinary measures, the University has he burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure or render any other decision that she/he judges equitable under the circumstances. 16.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissal) the employee has the right to be accompanied by a Union representative. 16.05 A suspension does not interrupt the continuous service of an employee. 16.06 No disciplinary measure may be imposed later than fifteen (15) days after the incident which gave rise to it or of the University having become aware of it. 16.07 No confession signed by an employee may be used against her/him during arbitration unless it is a question: _ of a confession signed in the presence of a union delegate; _ of a confession signed in the absence of a union delegate but not denounced by the employee in writing, within seven (7) days of its being signed. The University will forward a copy of the confession to the Union as soon as it is received.

Disciplinary Measures. (a) All disciplinary action shall be reported in writing to the President of the College who may suspend and/or terminate an employee. The employee will receive three (3) weeks notice of termination, or one (1) week if the employee has not completed probation, or payment in lieu of notice subject to the remaining sections of this clause. (b) An action by an employee which endangers himself, other staff or students or jeopardizes the ability of the College to provide its services, may lead to immediate suspension. Termination following such suspensions will be without notice. (c) Notwithstanding anything to the contrary contained in this clause, the College reserves the right of the President of the College to suspend or terminate an employee for just cause. (d) All correspondence to and from the College President under this clause shall be copied to the Union.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. Treating co-workers with respect: Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canadian Human Rights Code Criminal Code Page of

Disciplinary Measures. 21.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's personal file. 21.02 The Union may, in the case of any employee who is dismissed, suspended, demoted or given a written warning, file a grievance and, if necessary, submit the case to arbitration, except however in the case of an employee who is dismissed during his/her probation period. 21.03 In all cases of disciplinary measures, the University has the burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure, or render any other decision that he/she judges equitable under the circumstances. 21.04 In the event that a university representative finds it necessary to summon an employee for disciplinary reasons (written warning, demotion, suspension, or dismissal), the employee has the right to be accompanied by a union representative. The University will inform the employee of his/her right. 21.05 A suspension does not interrupt the continuous service of an employee. 21.06 No disciplinary measure may be imposed later than twenty (20) working days after the date of the incident which gave rise to it or of the date the immediate supervisor became aware of said incident. Upon agreement between the parties, the delays provided in the present clause may be suspended. 21.07 No confession signed by an employee can be used as evidence against her/him in an arbitration, unless it is: