DISCIPLINE AND DISCHARGE CASES. 13:01 An employee who is discharged by the Employer shall, as soon as may be practicable thereafter, be given written notice thereof and a copy of such notice shall, within seven (7) working days after such discharge, be forwarded to the President of the Union, which said Notice shall contain the reason for the discharge of the said employee.
DISCIPLINE AND DISCHARGE CASES. 9.01 A claim by an employee who has completed her probationary period, that she has been unjustly suspended or discharged from her employment will be treated as a special grievance, commencing at Step No. 3 of the Grievance Procedure, provided the discharged person submits her written grievance, dated and signed within seven (7) calendar days after the notice is given in writing.
DISCIPLINE AND DISCHARGE CASES. 9.01 Such special grievances may be settled by confirming the Employer's action in dismissing the employee, or by reinstating the employee in her/his former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the Board of Arbitration, as the case may be.
DISCIPLINE AND DISCHARGE CASES. 8.01 Where a formal review process has been undertaken for an employee over a specified period of time, the employee will be informed of the areas of concern on a regular basis throughout that period.
DISCIPLINE AND DISCHARGE CASES. 13:01 The parties recognize, except in the case of gross misconduct, the principle of progressive discipline and shall utilize such an approach when addressing issues requiring a disciplinary response. The objective of progressive discipline is to ensure that the person whose behaviour is of concern receives fair and adequate opportunity to respond to the concern and where appropriate, improve behaviour. The purpose of any action will be to correct a problem; prevent recurrence; or prepare individuals for successful future service.
DISCIPLINE AND DISCHARGE CASES. 11.01 The Employer will make reasonable efforts to arrange for a Union Xxxxxxx to be present at a meeting where discipline or discharge will be imposed on an employee and to advise the Unit Xxxxxxx or designate twenty-four (24) hours in advance that a meeting will take place. Such notice will disclose the location and time of said meeting. The Union shall maintain confidentiality regarding said meeting except as may be required to arrange for the attendance of a Union Xxxxxxx at the meeting.
DISCIPLINE AND DISCHARGE CASES. If an employee believes that he or she has been discharged, the matter may be taken up as a special grievance under Article Grievance Procedure. ofthis Agreement. such grievance shall be referred to the Manager’s Committee within working days after the employee has been advised he has been discharged from the Company. and the matter shall be disposed of in accordance with steps provided for in Article Sections and within seven (7) working days ofthe time the Manager’s receives no- xxxx ofthe grievance. except where a case is taken to arbitration. Such special grievances may be settled by con- firming the Company’s decision in dismissing the employee. or by reinstating employee with full compensation for time lost, or by any other arrangement which is just and in the opinion of the parties or the Arbi- tration. provisions of Article Arbitration, shall not be available to the discharged employee if, at the time of their discharge, they were a probationer. employee is dismissed or suspended with- out Xxxxxxx will and the shall have the to his for a reasonable period of time be- fore leaving the plant. The verbal interview between an employee and their supervisor will be a separate inter- view and if an interview Record is to be is- sued it will take place at a later interview. A Union Representative may be present, if an employee so requests, when the employee is given an interview record which records a warning notice by their Supervisor or draws the attention of the employee to matters re - xxxxxxx improvement in their performance. The employee will, in such cases, be informed that they may have a Union Representative present. A supervisor who issues a derogatory inter- view record concerning an employee will re- view the record six months later, and will record in the employee's file a note concern- ing the up-to-date status of the matter cov- ered in the earlier interview record. They will inform the employee that such note has been so recorded. Interview Records will be removed from em- ployee files years from of issue. Prior Records will riot be ref- erenced for purposes two from issue a reoccur- rence of the two period. In prior Interview Records will he referenced remain on file. UNION AND COMPANY REPRESENTATIVES The Union shall supply the Company with the of employees who have been elected Officers, Grievance Committee and Stew- ards authorized to represent the and will keep the list up-to-date. In the administration of this Agreement. but not its ne...
DISCIPLINE AND DISCHARGE CASES. 17.01 If an employee believes that he has been unjustly discharged, the matter may be taken up as a special grievance under Article 15 -
DISCIPLINE AND DISCHARGE CASES. 13:01 An employee who is discharged or disciplined by the Employer shall, within five
DISCIPLINE AND DISCHARGE CASES. 8.01 If an employee believes that he has been disciplined or discharged without just cause, he shall, within five (5) days notice of discipline or discharge, present a grievance in writing to his Department Head or his representative and the matter shall be dealt with in accordance with Step 2 and the balance of the Grievance Procedure. If such an employee requests it, he shall at a time and place specified by the Supervisor, be given an opportunity to speak for fifteen (15) minutes to his Xxxxxxx.
