Formal Disciplinary Process. An academic employee has the right to a Union representative at any point in the formal disciplinary process. When a request for such representation is made, no action will be taken with respect to the academic employee until such representation is present. If no Union representation is requested the academic employee will sign a waiver to that effect. The role of the Union representative in regard to the College initiated investigations is to provide assistance and counsel to the academic employee and not to interfere with the College’s right to conduct the investigation. The academic employee will be given the opportunity to participate in the investigation, but must not interfere with the investigation.
Formal Disciplinary Process. Management will make every effort to solve problems through an informal process as outlined above, however, if the necessary change does not occur, the formal disciplinary process will be followed as indicated below: Oral Reprimand/Warning Written Reprimand/Warning Decision-making Leave (Suspension) Discharge In cases where there is clear evidence of serious misconduct (e.g. mistreatment of clients, breach of confidentiality), Management has the right and the responsibility to proceed directly to the formal disciplinary process. XXXXXXXX.XXX APPENDIX "D" LETTER OF UNDERSTANDING BETWEEN CATHOLIC FAMILY SERVICE OTTAWA AND THE CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 2898 During the term of this Collective Agreement, the parties shall meeting in a labour/management meeting for the purpose of discussing the implementation of a job sharing program. Originally signed at Ottawa on June 9, 1998. FOR THE UNION FOR THE EMPLOYER Xxxx XxXxxxxx Xxxxxxxx Xxxxxxxx Xxxx Xxxxxxxx Xxxxx Xxxxxx Xxxxxxx Xxxxxxxx Franca DiDiomete APPENDIX "E" Amendment In the event of amalgamation, regionalisation, merger, or transfer, CUPE Local 2898 has successor rights as per the Labour Relations Act of Ontario. In its negotiations regarding amalgamation, regionalisation, merger or transfer of any or all programs of the Agency, the EMPLOYER recognizes that Section 13 (2) of the Employment Standards Act provides protection for employees (in this agreement CUPE Local 2898 members) regarding both employment and seniority , however the EMPLOYER will also obtain written assurance from the third party or parties that all employees who are members of CUPE Local 2898 will retain their jobs for a minimum of one year.
Formal Disciplinary Process. In most circumstances there should be no need to move to a more formal process. However, when such circumstances arise, the process as outlined below will be followed to ensure consistent and fair treatment. At all stages in the formal disciplinary process the following principles apply: • an employee will be given at least 24 hours notice of a formal disciplinary meeting, • the meeting will be scheduled at a time suitable to the employee and their representative, if they choose to have a representative. • an employee has the right to be represented or accompanied by a colleague, employee representative or a Union representative of their choice, • the employee will be advised in writing of the allegations in relation to behaviours and/or performance, either prior to the initial meeting or at that meeting, • the employee will be given sufficient time to respond to the allegations, and, if necessary further meetings will be scheduled, • depending on the seriousness of the allegations, if it is necessary to undertake an investigation into the allegations the employee may be suspended on full pay during such investigations, • if the allegations are proved the employee will be given sufficient time to improve and meet the behaviour/performance standards and the Trust will provide the employee with all reasonable assistance including training Where formal disciplinary action becomes necessary the general process to be followed, based on above principles, will be:
Formal Disciplinary Process
