DISCIPLINE, SUSPENSION AND DISMISSAL Clause Samples
The 'Discipline, Suspension and Dismissal' clause outlines the procedures and grounds under which an employer may take disciplinary action against an employee, including suspension or termination of employment. Typically, this clause details the steps for addressing misconduct or performance issues, such as issuing warnings, conducting investigations, and specifying the types of behavior that may lead to suspension or dismissal. Its core practical function is to provide a clear and fair process for managing employee conduct, thereby protecting both the employer's interests and the employee's rights while minimizing disputes.
DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended or dismissed without just and reasonable cause. The faculty member shall be given the opportunity to be represented by a Union representative at meetings under Article 17.05 and the Union shall be notified that the member has been so advised. There shall be no delay of the meeting being scheduled.
(i) Prior to the imposition of a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, with the faculty member who is to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action;
(ii) In the event the Employer is unable to arrange such a meeting with the faculty member, then the Employer shall instead arrange the Article 17.05(b)(i) meeting with the Vice-President - Grievances of the Union, or his/her delegate. The Union agrees to meet with the Employer within three (3) weekdays of receiving a request for such a meeting. The Union representative may bring a second Union member to the meeting;
(iii) Notwithstanding Articles 17.04, 17.05(b)(i) and (b)(ii), the Employer may impose immediate disciplinary action, up to and including dismissal, where, in the view of the Employer, failure to take such action may result in damage to the Employer, other faculty members or students.
(c) A faculty member shall be notified in writing of the reasons for the disciplinary action taken by the Employer. The Union shall receive a copy. This clause does not apply to verbal reprimands.
(d) A faculty member may grieve discipline, suspension or dismissal through the grievance process specified in Article 17.02.
(e) If a satisfactory settlement has not been reached at Article 17.02, the matter shall be dealt with be Expedited Mediation Arbitration as set forth in Article 17.06.
DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended or dismissed without just and reasonable cause. The faculty member shall be given the opportunity to be represented by a Union representative at meetings under Article 17.05 and the Union shall be notified that the member has been so advised. There shall be no delay of the meeting being scheduled.
(i) Prior to the imposition of a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, with the faculty member who is to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action;
(ii) In the event the Employer is unable to arrange such a meeting with the faculty member, then the Employer shall instead arrange the Article 17.05(b)(i) meeting with the Vice-President - Grievances of the Union, or his/her delegate. The Union agrees to meet with the Employer within three
DISCIPLINE, SUSPENSION AND DISMISSAL.
18.1 The Association acknowledges the right of the College to discipline, suspend or dismiss faculty members for just cause.
18.1.1 The College shall advise the faculty member and the Association in advance that a meeting is intended to be disciplinary or has the potential for discipline and will advise the faculty member of their right to have a witness or a ▇▇▇▇▇▇▇ present. Where a meeting, without notice, becomes a disciplinary meeting, the College will inform the faculty member of their right to temporarily adjourn the meeting and to arrange for a witness or a ▇▇▇▇▇▇▇ of the Association to be present.
18.2 Unsatisfactory Performance
18.2.1 Suspension or dismissal of a regular faculty member for unsatisfactory performance can be justified only when adequate alerting and guidance to the necessary improvement have failed to result in a satisfactory level of service.
18.2.2 Suspension or dismissal shall only occur after the appropriate Vice President has obtained a report from a performance review committee pursuant to Article 17, (Performance Review of Permanent Regular Faculty Members).
DISCIPLINE, SUSPENSION AND DISMISSAL. 1. Teacher Representative
DISCIPLINE, SUSPENSION AND DISMISSAL. 19.1 The Institute has the right to discipline employees who, through their actions or omissions, violate Institute standards. However, discipline is expected to be corrective rather than punitive. In all cases the discipline imposed will be reasonable in relation to the offence committed. In all cases of discipline, the immediate supervisor shall inform an employee prior to commencement of any meeting involving disciplinary action. The employee has the right to Union representation. In the event that the employee waives their right to Union representation, the employee must indicate such explicitly in writing to both the Union and the Employer. In all cases the details of the alleged infraction shall be kept confidential.
DISCIPLINE, SUSPENSION AND DISMISSAL. 19.1 An Employee must be informed of any written complaint or accusation, which may be detrimental to their advancement or reputation, when the complaint or accusation is made. Any verbal complaint not put in writing shall not be considered. It is understood that copies of written complaints or accusations shall be provided to the Employee. Failing compliance with these requirements, such expression(s) or dissatisfaction shall not become part of the official file and shall not be used in any way.
19.2 Any written complaints and/or accusations that have not led to disciplinary action shall be destroyed immediately. Any written complaint, or accusation investigated and found to be unjustified by the Employer shall immediately be removed from the file and destroyed.
DISCIPLINE, SUSPENSION AND DISMISSAL. (1) All notification of dismissal or suspension shall be in writing to the employee with a copy to the Union.
(2) An employee is entitled to union representation when being disciplined.
(3) Any employee may be suspended immediately for conduct which in the opinion of the Fire Chief is prejudicial to the efficiency of the Fire Department, such suspension to be, at the discretion of the Fire Chief, either with or without pay.
(4) No employee shall be disciplined or dismissed without just cause.
DISCIPLINE, SUSPENSION AND DISMISSAL. (a) No faculty member shall be disciplined, suspended or dismissed without just and reasonable cause. The faculty member shall be given the opportunity to be represented by an Association representative at meetings under Article 16.05.
(b) (i) Prior to the imposition of a suspension or dismissal, the appropriate representative of the Employer shall meet, where possible, with the faculty member who is to be suspended or dismissed. The Employer at their meeting shall inform the faculty member of the Employer's reasons for taking such action;
DISCIPLINE, SUSPENSION AND DISMISSAL. Any employee may be disciplined, suspended or dismissed for just and reasonable cause by the Board. Should just and reasonable cause not be determined, the employee shall be reinstated with full benefits and paid for lost time, and any record of an investigation, discipline, suspension or dismissal shall be removed from the employee’s personnel file.
DISCIPLINE, SUSPENSION AND DISMISSAL. Investigations Discipline, Suspension and Dismissal