Common use of DISCIPLINE AND DISCHARGE CASES Clause in Contracts

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 negotiation or the negotiation of renewals, extensions or amend- ments, Union representatives meeting with Man- agement at the request of Management will paid for spent Employees in number up to one employee for the first one hundred and one employee for each one hundred employees thereafter or each major fraction thereof in a plant but not to a total of ten employees. to the production or work requirements, will be granted permis- sion to be absent in order to attend An employee after one year of service credits with the Company, who is elected or ap- pointed by the Local named in this Agreement to full-time work with such Local, or who is elected a National Officer or is appointed a National Representative of the Union shall, on making fifteen (15) days prior written ap- plication to the appropriate Relations Man- ager and stating a definite period for the ab- sence, be granted leave of absence during the term of office (but without pay or the time being credited to his service credits) but not to exceed one year. Such leaves of absence may, on receipt of fifteen days prior writ- ten application, be extended from year to year. The will supply the with a list of Foremen. Supervisors. Superintendents and their together with the names of other persons in the Plant whom the have transactions in with this Agreement and will keep the list up-to-date. Employees granted a leave ofabsence for and engaged in full-time work for the Local or the National or in connection with any current Letter of Understanding in connection there- with, shall be considered to have service cred- its for purposes of seniority and vacation only, for such periods of time during such leave of absence as they are engaged in such full-time work. Supervisors will introduce all new hires to the area xxxxxxx or chief xxxxxxx in the absence of the area xxxxxxx.

DISCIPLINE AND DISCHARGE CASES. If an employee believes that he or she has been unjust- ly discharged, the matter may be taken up as a special grievance under Article Grievance Procedure. ofthis , of this Agreement. Any such grievance shall be referred to the Manager’s Committee within working three 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 Sec- tions and within seven (7) working days ofthe of the time the Manager’s Committee receives no- xxxx ofthe notice of the grievance. , except where a case is taken to arbitration. Such special grievances may be settled by con- firming confirming the Company’s decision in dismissing the employee. , or by reinstating the employee with full compensation for time lost, or by any other arrangement which arrangementwhich is just and equitable in the opinion of the parties or the Arbi- trationBoard of Arbitration. The provisions of Article Arbitration, shall not be available to the discharged employee if, at the time of their discharge, they were a probationer. If an employee is dismissed or suspended with- out without no- xxxx, their Xxxxxxx will be notified, and the employee shall have the right to interview his Xxxxxxx for a reasonable xxx- sonable period of time be- fore before leaving the plant. The verbal interview between an employee and their supervisor su- pervisor will be a separate inter- view interview and if an interview Interview Record is to be is- sued issued it will take place at a later interviewinter- view. Where the interview requires the delivery of an interview record, the meeting will take place in a Super- visor’s office. A Union Representative 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 requiring 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 employee files after two years from the date of issue. Prior Interview Records will riot not be ref- erenced referenced for disciplinary purposes after two years from issue unless there was a reoccur- rence of a similar nature within the two year period. In such instances, prior Interview Records will he referenced be refer- enced and remain on file. UNION AND COMPANY REPRESENTATIVES The Union shall supply At the Company Company’s discretion, an employee who is sus- pended may choose to serve the suspension or work their regular shift on the date of their suspension. Should they elect to work, such time worked would be paid at the employee’s regular rate of pay with the employee agree- ing to voluntarily donate hours of employees who have been elected Officerstheir regular pay for such day to the United Way. Such employee agrees to sign a release authorizing such deduction. For multiple days of suspension, 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 negotiation or the negotiation of renewals, extensions or amend- ments, Union representatives meeting with Man- agement a similar option may be available at the request of Management will paid for spent Employees in number up to one employee for Company’s discretion. For disciplinary purposes, the first one hundred and one employee for each one hundred employees thereafter or each major fraction thereof in employee’s record, would reflect such time worked as a plant but not to a total of ten employeessuspension. to the production or work requirements, will be granted permis- sion to be absent in order to attend An employee after one year of service credits with the Company, who is elected or ap- pointed by the Local named in this Agreement to full-time work with such Local, or who is elected a National Officer or is appointed a National Representative of the Union shall, on making fifteen (15) days prior written ap- plication to the appropriate Relations Man- ager and stating a definite period for the ab- sence, be granted leave of absence during the term of office (but without pay or the time being credited to his service credits) but not to exceed one year. Such leaves of absence may, on receipt of fifteen days prior writ- ten application, be extended from year to year. The will supply the with a list of Foremen. Supervisors. Superintendents and their together with the names of other persons in the Plant whom the have transactions in with this Agreement and will keep the list up-to-date. Employees granted a leave ofabsence for and engaged in full-time work for the Local or the National or in connection with any current Letter of Understanding in connection there- with, shall be considered to have service cred- its for purposes of seniority and vacation only, for such periods of time during such leave of absence as they are engaged in such full-time work. Supervisors will introduce all new hires to the area xxxxxxx or chief xxxxxxx in the absence of the area xxxxxxx.ARTICLE

DISCIPLINE AND DISCHARGE CASES. If an employee believes that he or she has been unjust- ly discharged, the matter may be taken up as a special grievance under Article Grievance Procedure. ofthis , of this Agreement. Any such grievance shall be referred to the Manager’s Committee within three 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 Sec- tions and within seven (7) working days ofthe of the time the Manager’s Committee receives no- xxxx ofthe notice of the grievance. , except where a case is taken to arbitration. Such special grievances may be settled by con- firming confirming the Company’s decision in dismissing the employee. , or by reinstating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the parties or the Arbi- trationBoard of Arbitration. The provisions of Article Arbitration, shall not be available to the discharged employee if, at the time of their discharge, they were a probationer. If an employee is dismissed or suspended with- out without no- xxxx, their Xxxxxxx will be notified, and the employee shall have the right to interview his Xxxxxxx for a reasonable xxx- sonable period of time be- fore before leaving the plant. The verbal interview between an employee and their supervisor su- pervisor will be a separate inter- view interview and if an interview Interview Record is to be is- sued issued it will take place at a later interviewinter- view. Where the interview requires the delivery of an interview record, the meeting will take place in a Super- visor’s office. A Union Representative 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 requiring 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 employee files after two years from the date of issue. Prior Interview Records will riot not be ref- erenced referenced for disciplinary purposes after two years from issue unless there was a reoccur- rence of a similar nature within the two year period. In such instances, prior Interview Records will he referenced be refer- enced and remain on file. UNION AND COMPANY REPRESENTATIVES The Union shall supply At the Company Company’s discretion, an employee who is sus- pended may choose to serve the suspension or work their regular shift on the date of their suspension. Should they elect to work, such time worked would be paid at the employee’s regular rate of pay with the employee agree- ing to voluntarily donate hours of employees who have been elected Officerstheir regular pay for such day to the United Way. Such employee agrees to sign a release authorizing such deduction. For multiple days of suspension, 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 negotiation or the negotiation of renewals, extensions or amend- ments, Union representatives meeting with Man- agement a similar option may be available at the request of Management will paid for spent Employees in number up to one employee for Company’s discretion. For disciplinary purposes, the first one hundred and one employee for each one hundred employees thereafter or each major fraction thereof in employee’s record, would reflect such time worked as a plant but not to a total of ten employees. to the production or work requirements, will be granted permis- sion to be absent in order to attend An employee after one year of service credits with the Company, who is elected or ap- pointed by the Local named in this Agreement to full-time work with such Local, or who is elected a National Officer or is appointed a National Representative of the Union shall, on making fifteen (15) days prior written ap- plication to the appropriate Relations Man- ager and stating a definite period for the ab- sence, be granted leave of absence during the term of office (but without pay or the time being credited to his service credits) but not to exceed one year. Such leaves of absence may, on receipt of fifteen days prior writ- ten application, be extended from year to year. The will supply the with a list of Foremen. Supervisors. Superintendents and their together with the names of other persons in the Plant whom the have transactions in with this Agreement and will keep the list up-to-date. Employees granted a leave ofabsence for and engaged in full-time work for the Local or the National or in connection with any current Letter of Understanding in connection there- with, shall be considered to have service cred- its for purposes of seniority and vacation only, for such periods of time during such leave of absence as they are engaged in such full-time work. Supervisors will introduce all new hires to the area xxxxxxx or chief xxxxxxx in the absence of the area xxxxxxxsuspension.

DISCIPLINE AND DISCHARGE CASES. If 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 five days after such discharge, be forwarded to the Secretary of the Union, which said Notice shall contain the reason for the discharge of the said employee. The failure to give such notice within the time prescribed shall not invalidate the discharge. Any claim of wrongful discharge may be submitted to the grievance and arbitration procedures within five days from the date of such discharge and dealt with as herein provided. Steps numbered 1 and 2 of the Grievance Procedure will be omitted in such cases. An employee who is disciplined by the Employer shall be given written notice thereof containing any warning issued to him/her for breach of discipline within five days of such disciplinary action having been taken by the Employer, provided however that the failure to give such notice within the time prescribed shall not invalidate the disciplinary action. The Employer agrees that an employee believes has the option of having his/her Xxxxxxx present whenever he/she is disciplined discharged. The Union and agrees that he or she has been dischargedit may on certain occasions be necessary for the Employer to discipline and/or discharge an employee without the Xxxxxxx present. If such action is taken on certain occasions, the matter may be taken up as a special grievance under Article Grievance Procedure. ofthis Agreement. such grievance shall be referred Employer agrees to review the Manager’s Committee within working days after action with the employee has been advised he has been discharged from and his/her Xxxxxxx within a hour period following the Company. and the matter shall be disposed initial action, The record 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 an 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 used against him/her in the following instances: When twenty-four months have elapsed since the issuance of a letter of reprimand, provided there has been no recurrence of a similar and/or other infraction. The Employer may discipline or discharge a probationary Employee for just cause, subject to the discharged employee if, at grievance procedure. It is agreed that the time standard 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 negotiation or the negotiation of renewals, extensions or amend- ments, Union representatives meeting with Man- agement at the request of Management will paid for spent Employees in number up to one employee for the first one hundred and one employee for each one hundred employees thereafter or each major fraction thereof in a plant but not just cause applicable to a total of ten employees. probationary Employee Is substantially less than that which applies to the production or work requirements, will be granted permis- sion to be absent in order to attend An employee after one year of service credits with the Company, who is elected or ap- pointed by the Local named in this Agreement to fulla non-time work with such Local, or who is elected a National Officer or is appointed a National Representative of the Union shall, on making fifteen (15) days prior written ap- plication to the appropriate Relations Man- ager and stating a definite period for the ab- sence, be granted leave of absence during the term of office (but without pay or the time being credited to his service credits) but not to exceed one year. Such leaves of absence may, on receipt of fifteen days prior writ- ten application, be extended from year to year. The will supply the with a list of Foremen. Supervisors. Superintendents and their together with the names of other persons in the Plant whom the have transactions in with this Agreement and will keep the list up-to-date. Employees granted a leave ofabsence for and engaged in full-time work for the Local or the National or in connection with any current Letter of Understanding in connection there- with, shall be considered to have service cred- its for purposes of seniority and vacation only, for such periods of time during such leave of absence as they are engaged in such full-time work. Supervisors will introduce all new hires to the area xxxxxxx or chief xxxxxxx in the absence of the area xxxxxxxprobationary Employee.