Common use of DISCIPLINARY PENALTIES Clause in Contracts

DISCIPLINARY PENALTIES. resulting in a suspension without pay will not be imposed until a final decision (agreement between the Society and the employer, or an arbitrator’s decision) has been reached. The above is contingent upon the following: 18 Principle and Process of Prior Involvement in Jurisdictional Issues/ Disputes 18.1 Inergi should advise the Society and provide an opportunity for its involvement at the appropriate organizational level (e.g., Inergi, Business Unit, Division, Station) prior to making any final decision which could adversely affect the Society’s jurisdiction. The Society’s jurisdiction may be adversely impacted by any organizational or operational changes, including technological changes, workload changes, and business process re-engineering. The Society’s jurisdiction is adversely impacted by any assignment of functions customarily done by Society- represented employees to persons or employees outside of its bargaining unit and/or reduces the proportion of work customarily performed by Society- represented employees relative to that done by persons or employees outside of its jurisdiction. 18.2 Prior to making a final decision that could adversely impact the Society’s jurisdiction, at the request of either party, Inergi will establish a joint team with the Society which will review relevant facts and issues. In the event that the jurisdiction of another union is affected by this decision, the Society and Inergi will strive to include a representative of this union in the review team. The criteria considered by the joint or tripartite review team will include the following: • representational rights • skill and training • safety • economy and efficiency • past practice 18.3 The parties agree to make their best efforts to reach consensus on issues affecting the Society’s jurisdiction which will form the basis of recommendations to Senior Management. 18.4 In the event that consensus is not reached on issues affecting the Society’s jurisdiction or Senior Management rejects the joint/tripartite team’s recommendation(s), Inergi will make the final decision and will provide written rationale for the decision to the Society. 18.5 The principle and process set out in 18.1 to 18.4 are not grievable with the exception of ▇▇▇▇▇▇’s final decision. The recommendations of joint tripartite teams are without prejudice and cannot be relied upon at grievance/arbitration or before any labour relations board.

DISCIPLINARY PENALTIES. resulting in a suspension without pay will not be imposed until a final decision (agreement between the Society and the employer, or an arbitrator’s decision) has been reached. The above is contingent upon the following: 18 Principle and Process of Prior Involvement in Jurisdictional Issues/ Disputes18 18.1 Inergi should advise the Society and provide an opportunity for its involvement at the appropriate organizational level (e.g., Inergi, Business Unit, Division, Station) prior to making any final decision which could adversely affect the Society’s jurisdiction. The Society’s jurisdiction may be adversely impacted by any organizational or operational changes, including technological changes, workload changes, and business process re-engineering. The Society’s jurisdiction is adversely impacted by any assignment of functions customarily done by Society- represented employees to persons or employees outside of its bargaining unit and/or reduces the proportion of work customarily performed by Society- represented employees relative to that done by persons or employees outside of its jurisdiction. 18.2 Prior to making a final decision that could adversely impact the Society’s jurisdiction, at the request of either party, Inergi will establish a joint team with the Society which will review relevant facts and issues. In the event that the jurisdiction of another union is affected by this decision, the Society and Inergi will strive to include a representative of this union in the review team. The criteria considered by the joint or tripartite review team will include the following: • representational rights • skill and training • safety • economy and efficiency • past practice 18.3 The parties agree to make their best efforts to reach consensus on issues affecting the Society’s jurisdiction which will form the basis of recommendations to Senior Management. 18.4 In the event that consensus is not reached on issues affecting the Society’s jurisdiction or Senior Management rejects the joint/tripartite team’s recommendation(s), Inergi will make the final decision and will provide written rationale for the decision to the Society. 18.5 The principle and process set out in 18.1 to 18.4 are not grievable with the exception of ▇▇▇▇▇▇Inergi’s final decision. The recommendations of joint tripartite teams are without prejudice and cannot be relied upon at grievance/arbitration or before any labour relations board.. performance appraiSal feedBack and advanced Warning of reduced performance pay Standing