Common use of Disciplinary Measures Clause in Contracts

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. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspensionsuspension or discharge), or dismissal) the employee has the right to be accompanied by a Union representative. When an employee is summoned to a meeting at which a representative from the Employee and Labour Relations office is also present (including, but not limited to, for reasons of an administrative nature, when the employee’s position is being abolished, or when putting an end to a probationary period), the employee can be accompanied by a Union representative. The University informs the employee of this right. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _ • of a confession signed in the absence of a union 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.will

Disciplinary Measures. 16.01 15.01 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 personnel file. 16.02 15.02 Except in the case of the discharge of employees serving a an employee during his probationary period, for any employee who is discharged, suspended, or given a written warning, or the Union Union, may submit her/his this case to the grievance procedure and and, if necessary necessary, to arbitration. 16.03 15.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 15.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 15.05 A suspension does not interrupt the continuous service of an employee. 16.06 15.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or later than fifteen (15) working days of the University having become aware of it, unless the Parties have agreed in writing to extend the afore mentioned time period. The delays are suspended during the period provided for in clause 20.01 b). Between the Fête Nationale and Labour Day of the same year, either party may request the suspension of delays. The parties agree on the exact period for which delays are suspended. Such a request cannot be denied without a valid reason. 16.07 15.07 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 Union representative but not denounced by the employee in writing, writing within seven (7) days of its being signed. The University will forward forwards a copy of the confession to the Union as soon as it is received.

Disciplinary Measures. 16.01 Any disciplinary measure must be the subject of a written notice addressed to the employee 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 Employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employeeEmployee's personal personnel file. 16.02 Except in the case of the discharge of employees Employees serving a probationary period, for any employee 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 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 she/he judges equitable under the circumstances. 16.04 In the event that a University representative finds it necessary to summon an employee Employee for disciplinary reasons (written warning, suspension, or dismissal) the employee Employee has the right to be accompanied by a Union representative. 16.05 A suspension does not interrupt the continuous service of an employeeEmployee. 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 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 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. 16.01 9.01 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 may be used as evidence in arbitration and can may appear in the employee's personal file. 16.02 9.02 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 9.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 In 9.04 Any employee called to a meeting by the event that a University representative finds it necessary to summon an employee University, for disciplinary reasons (written warningreasons, suspension, or dismissal) the employee has the right to be accompanied by a Union representative. Suspension and dismissal must be preceded by a meeting between the University, the Union and the employee concerned. The employee and the Union shall be convened, in writing, with a forty-eight (48) hours notice and with thirty (30) days to impose a disciplinary measure. 16.05 9.05 A suspension does not interrupt the continuous service of an employee. 16.06 9.06 No disciplinary measure may be imposed later than fifteen thirty (1530) days after the incident which gave rise to it or of the University person responsible for the supervision having become aware of it. 16.07 No confession signed by 9.07 After making an appointment, an employee may be used against her/him during arbitration unless it is a question: _ of a confession signed has the right to verify, in the presence of a union delegate; _ representative of the University, the contents of her/his personal file which relate to her/his work at the University. 9.08 Any record of a confession signed in disciplinary measure must be removed from the absence employee's file after a period of twelve (12) months has elapsed without any further disciplinary measure of the same nature. Furthermore, any disciplinary notice or part of one against which an employee has won her/his case, must be removed from the file. 9.09 Each employee must receive a union delegate but not denounced photocopy of her/his probationary or trial period evaluation. 9.10 Upon request by an employee the employee in writing, within seven (7) days of its being signed. The University will forward must provide him/her with a copy of his/her personal file. The cost of the confession to photocopies will be paid by the Union as soon as it is receivedemployee.

Disciplinary Measures. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _  of a confession signed in the absence of a union 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. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen eleven (1511) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _ • of a confession signed in the absence of a union 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. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspensionsuspension or discharge), or dismissal) the employee has the right to be accompanied by a Union representative. When an employee is summoned to a meeting at which a representative from the Employee and Labour Relations office is also present (including, but not limited to, for reasons of an administrative nature, when the employee’s position is being abolished, or when putting an end to a probationary period), the employee can be accompanied by a Union representative. The University informs the employee of this right. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _ • of a confession signed in the absence of a union 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. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspensionsuspension or discharge), or dismissal) the employee has the right to be accompanied by a Union representative. When an employee is summoned to a meeting at which a representative from the Employee and Labour Relations office is also present (including, but not limited to, for reasons of an administrative nature, when the employee’s position is being abolished, or when putting an end to a probationary period), the employee can be accompanied by a Union representative. The University informs the employee of this right. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _  of a confession signed in the absence of a union 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. 16.01 15.01 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 personnel file. 16.02 15.02 Except in the case of the discharge of employees serving a an employee during his probationary period, for any employee who is discharged, suspended, or given a written warning, or the Union Union, may submit her/his this case to the grievance procedure and and, if necessary necessary, to arbitration. 16.03 15.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 15.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 15.05 A suspension does not interrupt the continuous service of an employee. 16.06 15.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or later than fifteen (15) working days of the University having become aware of it, unless the Parties have agreed in writing to extend the afore mentioned time period. The delays are suspended during the period provided for in clause 20.01 b). Between the Fête Nationale and Labour Day of the same year, either party may request the suspension of delays. The parties agree on the exact period for which delays are suspended. Such a request cannot be denied without a valid reason. 16.07 15.07 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 delegateUnion representative; _  of a confession signed in the absence of a union delegate Union representative but not denounced by the employee in writing, writing within seven (7) days of its being signed. The University will forward forwards a copy of the confession to the Union as soon as it is received.

Disciplinary Measures. 16.01 19.01 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 employment file. 16.02 19.02 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 19.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 19.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 19.05 A suspension does not interrupt the continuous service of an employee. 16.06 19.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or of its awareness by the University having become aware of itimmediate supervisor, unless the parties have agreed in writing to extend the aforementioned time period. 16.07 19.07 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 Union delegate; _ • of a confession signed in the absence of a union 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. 16.01 15.01 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 personnel file. 16.02 15.02 Except in the case of the discharge of employees serving a an employee during his probationary period, for any employee who is discharged, suspended, or given a written warning, or the Union Union, may submit her/his this case to the grievance procedure and and, if necessary necessary, to arbitration. 16.03 15.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 15.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 15.05 A suspension does not interrupt the continuous service of an employee. 16.06 15.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or later than fifteen (15) working days of the University having become aware of it, unless the Parties have agreed in writing to extend the afore mentioned time period. 16.07 15.07 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 delegateUnion representative; _  of a confession signed in the absence of a union delegate Union representative but not denounced by the employee in writing, writing within seven (7) days of its being signed. The University will forward forwards a copy of the confession to the Union as soon as it is received.

Disciplinary Measures. 16.01 15.01 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 personnel file. 16.02 15.02 Except in the case of the discharge of employees serving a an employee during his probationary period, for any employee who is discharged, suspended, or given a written warning, or the Union Union, may submit her/his this case to the grievance procedure and and, if necessary necessary, to arbitration. 16.03 15.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 15.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 15.05 A suspension does not interrupt the continuous service of an employee. 16.06 15.06 No disciplinary measure may be imposed later than fifteen (15) working days after the incident which gave rise to it or later than fifteen (15) working days of the University having become aware of it, unless the Parties have agreed in writing to extend the afore mentioned time period. 16.07 15.07 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 Union representative but not denounced by the employee in writing, writing within seven (7) days of its being signed. The University will forward forwards a copy of the confession to the Union as soon as it is received.

Disciplinary Measures. 16.01 15.01 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 15.02 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 and, if necessary necessary, to arbitration. 16.03 15.03 In all cases of disciplinary measures, the University has he 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 she/he judges equitable under the circumstances. 16.04 15.04 In the event that a University representative finds it necessary to summon an employee for disciplinary reasons (written warning, suspension, or dismissaldischarge) the employee has the right to be accompanied by a Union representative. 16.05 15.05 A suspension does not interrupt the continuous service of an employee. 16.06 15.06 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, unless the parties have agreed in writing to extend the afore mentioned time period. 16.07 15.07 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 Union delegate; _ ▪ of a confession signed in the absence of a union Union delegate but not denounced by the employee in writing, writing within seven (7) days of its it’s being signed. The University will forward forwards a copy of the confession to the Union as soon as it is received.