DISCIPLINE AND DISCHARGE OF EMPLOYEES Sample Clauses

DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied: (i) Employees who have successfully completed their probation period may only be disciplined or discharged for just and reasonable cause. (ii) During the probation period specified in this Agreement, an employee may be discharged if he is unsuitable for status as a non-probationary employee. (b) In the event that a non-probationary employee is discharged for just and reasonable cause, the Shop Chairperson will be notified by the Employer and will be provided with the reasons for the discharge.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code of British Columbia the following standards shall be applied: i) employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause; ii) during the probation period specified in this Agreement, an employee may be discharged if the employee is unsuitable for status as a regular employee. (b) In the event that an employee other than probationary is discharged for just and reasonable cause the Shop Chairperson will be notified and provided with the reasons for the discharge. (c) Where no Shop Chairperson is recognized the Shop ▇▇▇▇▇▇▇ will receive this information.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 20.01 (a) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 15.1 The District shall give consideration to due process and progressive discipline in its discipline of employees covered by this Agreement. Although each personal situation merits individual investigation of the facts and circumstances, every effort will be made by the District to establish and maintain consistency and uniformity in discipline of employees. 15.2 The District shall have the right to discipline or discharge an employee for justifiable cause, but no employee shall be discharged or suspended unless a written notice shall have been given to such employee and a copy sent to the union of a complaint against such employee concerning work or conduct and informed of the District initiating an investigation into the initial complaint within ten (10) working days from the date the District demonstrably had knowledge of alleged violation. If such notice is not given to the employee and sent to the Union within ten (10) working days of such alleged violation, any disciplinary action resulting from the complaint shall be null and void. 15.2.1 An employee shall be entitled to receive a written statement of the reasons for suspension or discharge and/or a hearing upon request. 15.2.2 The discipline of an employee will be handled as discretely as the situation warrants and is possible under the circumstances. 15.2.3 Upon completion of the investigation into the alleged violation, the District shall have ten (10) working days to notify such employee of the results of the District’s investigation and of the disciplinary action sought, if any. Upon written request by the employee, warning notices shall be removed from Personnel files one (1) year from the date of notice if there have been no further notices for a six (6) month period. 15.2.4 Warning notices of disciplinary action will be considered collectively, not individually. Any employee who receives three (3) written warning notices of disciplinary action within 12 months shall be subject to further disciplinary action up to and including termination of employment.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. (a) Pursuant to Section 84(1) of the Labour Relations Code of British Columbia, the following standards shall be applied: (i) Employees who have successfully completed their probation period can only be disciplined or discharged for just and reasonable cause. (ii) During the probation period specified in this Agreement, an employee may be discharged if he/she is unsuitable for status as a regular employee. (b) In the event that an employee other than probationary is discharged for just and reasonable cause the shop chairperson will be notified and provided with the reasons for the discharge. (c) Where no shop chairperson is recognized the shop ▇▇▇▇▇▇▇ will receive this information. (d) A ▇▇▇▇▇▇▇ shall have the right to consult with a staff representative of the Union and to have a representative present at any discussion with supervisory personnel which the ▇▇▇▇▇▇▇ believes might be the basis of disciplinary action against the ▇▇▇▇▇▇▇. (e) Any employee shall have the right to have a Union representative present at any meeting which is for disciplinary purposes arising from 20.01 or for any reason that the employee believes may be disciplinary in nature. The date, time and place of such meetings shall be scheduled at least forty-eight (48) hours in advance in order for the Union representative to be present at such meeting. It is the responsibility of the employee to contact the Union Representative and advise them of the date and time of such meeting. (f) The Employer shall provide the employee and the Union with a copy of any written warning or adverse report affecting the employee. Any reply by the employee shall become part of his/her record. Failure to grieve previous discipline or to pursue such grievance to arbitration, shall not be considered to be an admission that such discipline was justified. (g) An employee or the President of the Union or his/her designate with the written authority of the employee shall be entitled to review the employee’s personnel file. (h) Each documented warning, oral or written, or other record of discipline shall be removed from the employee’s work record on the anniversary date of its imposition unless further discipline has been imposed prior to the anniversary date. (i) Where the Employer intends to discipline an employee, such discipline must take place within fourteen (14) days of the occurrence of the alleged infraction or when the Employer first becomes aware of the alleged infraction. (j) The Employer agrees tha...

DISCIPLINE AND DISCHARGE OF EMPLOYEES. The District shall have the right to discipline or discharge an employee for justifiable cause. The issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. Prior to such discipline or reprimand, the employee may request to the right to have a representative present from the Association.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. 20.01 Discipline and Discharge of Employees 46

DISCIPLINE AND DISCHARGE OF EMPLOYEES. A. Employees who have completed the probationary period will not be disciplined or discharged without just cause. B. Upon request an employee is entitled to have the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ from the department present in any meeting with the District which may result in discipline or discharge. No meeting shall be held until the employee has had sufficient time to have a representative available. Reasonable effort will be made to meet within forty-eight hours. C. All disciplinary actions taken shall be confirmed in writing to the employee. The employee shall have the right to attach a response to any document placed in his/her personnel file. D. Records of disciplinary action must be specific in content, signed by the contributor and a copy furnished to the employee. Copies of anonymous complaints shall not be placed in an employee's personnel file. E. When issuing discipline or a discharge, an employee’s entire employment record may be taken into consideration. Where a previously issued discipline is cited as supporting the level of discipline imposed in the current case, the Association reserves the right to assert through the grievance procedure that the usage of the prior discipline was inappropriate. F. All employees are required to notify the Superintendent, in writing, of an arraignment or conviction of a felony or misdemeanor. Failure to do so may result in discipline up to and including discharge. G. The Employer agrees promptly upon the discharge of an employee to notify in writing the employee and the Association President of the discharge. Said written notice shall contain the specific reasons for the discharge. The discharged employee will be allowed to discuss his/her discharge with the ▇▇▇▇▇▇▇ or representative of his/her choice and the Employer will make available a room for the meeting. Should the discharged employee who has completed the probationary period consider the discharge to be improper, it may be submitted to the grievance procedure by the ▇▇▇▇▇▇▇ after being signed by the employee. The steps of the grievance procedure may be waived by mutual agreement between the Association and the District.

DISCIPLINE AND DISCHARGE OF EMPLOYEES. Section 12.1. The District shall have the right to discipline or discharge an employee for just cause. The issue of just cause shall be resolved in accordance with the grievance procedure hereinafter provided. The District will follow a practice of progressive discipline which would normally include documented verbal warnings, written reprimands, and suspension where appropriate prior to termination. Progressive discipline practices will not apply where the precipitating behavior warrants immediate suspension or termination. Upon request, an employee may have a representative of the Union present during any disciplinary action. When a request for such representation is made and a Union representative is not available, any disciplinary action will be postponed for a maximum of two (2) workdays to afford an opportunity for a Union representative to be present. If the District has reason to reprimand an employee, it shall be done in a manner, which will not embarrass the employee before other employees or the public. Investigations shall be completed in a timely manner.