OF DISCIPLINE. It is agreed that the maintenance of discipline for just cause is essential to the satisfactory operation of the plant.
OF DISCIPLINE. During their employment with the Company, employees will be governed by rules and regulations as may from time to time be established by the Company that are not in violation of the terms and conditions of employment embodied in this Agreement. A Shop Xxxxxxx or Union Committee Member shall be pre- sent at disciplinary meetings of bargaining unit employees; how- ever, an employee may be suspended pending an investigation to determine whether action will be taken by the Company. Whenever it becomes necessary that an employee be warned due to quality of work or the general per- formance of duty, such warning shall be made, in writ- ing, to the employee, with a copy provided to the Shop Xxxxxxx or Committee Member. The employee will be given a reasonable length of time to demonstrate improvement before further disciplinary action is taken. Written notices of a disciplinary nature in an employee’s file shall not be considered in any disciplinary proceeding, is no recurrence for twelve (12) months. Upon request, arrangementswill be made for an employ- ee to examine personnel file during office hours. With the written permission of the employee, a Union representa- tive will be allowed to review the employee’s file.
OF DISCIPLINE. A Xxxxxxx or Committeepersonwill be present when an employee is disciplined, suspended or discharged. Any reprimand, warning or disciplinary measure that becomes part of an employee’s record regarding work or conduct will be confirmed in writing. All verbal warnings will be reduced to writing. The Employer will forward to the employee and the a copy within seven (7) calendar days of the discipline, with the provision that an extension of time limits will be granted by the or in absence, another member of the Committee, where extenuating circumstances can be demonstrated. When an employee is called to an interview by a member of supervision and the subject of the interview is discipline, the employee and the will be so informed before and the interview will not proceed until the person is present. In the event an employee’s employment is to be terminated by registered mail, the Chairperson, or in absence, the Committeeperson, shall be notified in advance of such letter being sent. Employees shall have the right to choose their union xxxxxxx on their particular shift provided they are available. A disciplinary action shall be removed from an employee’s active record after a of twelve (12) month’s of employment, provided that the employee has no further discipline in that period in that particular stream. Discipline is defined as a verbal warning, written warning, suspension, or discharge to an employee. A copy of any discipline must be given to the Committeeperson.
OF DISCIPLINE. The following disciplinary measures may be taken by the Employer against a Member and documented in the Member’s Official File:
OF DISCIPLINE. Par. 1 Discipline shall be imposed as soon as reasonably possible following the Employer becoming aware, or if applicable, investigating the circumstances giving rise to the discipline. When the employee is notified by the supervisor of an intent to recommend discipline, the employee will be notified of their right to Union representation. It is the employee's responsibility to request union representation when the discipline is officially served on the employee. If the xxxxxxx requested is unavailable, the serving of discipline shall be postponed until a Union officer is notified. A copy of all discipline served shall be given to the Union. The Union may elect to be present when discipline is served upon the employee, if requested by the employee. An oral warning to be considered as such shall be documented by written notification to the employee and the Union.
OF DISCIPLINE. A Union representative will he present at any time when a disciplinary warning. suspension and/or discharge, is issued. No written disciplinary action shall remain on the employee’s record longer eighteen (1 8) calendar months. The Company must take disciplinary action or give the notice required under section within ten (10) working days from the date of the incident or the date upon which the incident known to the Company. In the case of a preventable accident review, the Company must take disciplinary action within one (31) calendar days of the accident. When the Company intends or contemplates suspending an employee for more than two (2) days or discharging an employee, the Company will provide the Union and the employee with notification explaining the reasons for taking the action. An employee shall suffer no loss of employment until such notice has been given and the Union has had one working day to investigate and make representations to the Company. Notwithstanding the foregoing, where the circumstances of a case may make it inadvisable to retain an employee in the workplace, the employee will be suspended without pay immediately, pending a meeting between the Company and the Union which will be held within two (2) working days of the suspension. The Company or the Union may request an extension of up to two (2) additional working days to investigate the incident.
OF DISCIPLINE. A Union representativewill be present dur- ing all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is disci- xxxxx, the employee will be so informed before the inter- view and will be advised that he will have his union rep- resentative present. No written disciplinary action shall remain against an employee’s record for a period longer than twelve (12) months. No discipline, including termination, sus- pension, or warning, shall be enacted after five (5) work- ing days following the discovery of the incident, except in cases of absenteeismor tardiness where disciplinary action must be administeredwithin ten (10) working days of last occurrence. The Union Committee and Company may extend either deadline upon mutual agreement.
OF DISCIPLINE. An employee who is discharged or suspended shall be given a reasonable opportunity to interview his committee person or Plant Chairperson in a private area designated by the Employer before leaving the Employer's premises, unless it is necessary, because of the circumstances giving rise to the suspension or discharge, to require the immediate expulsion of the employee from the plant premises. An employee who has completed the probationary period and who is suspended or discharged may file a grievance at Step of the Grievance Procedure within five (5) working days after such discharge or suspension. Where a grievance which is filed under Article is not settled and duly comes before an arbitrator, the arbitrator may make a ruling, subject to this Article and to Article
OF DISCIPLINE. The maintenance of discipline is essential to the satisfactory operation of the plant and the Company has the right to discipline for just cause, up to and including discharge. The Company will notify an employee of their right to have a Committeeperson present at any interview concerning discipline, and will in writing, a Union Representative of discipline issued to an employee. Discipline will normally be issued within five working days from the date the Company learned of the requiring possible disciplinary action. This period may be extended by the Company, in which case the Union shall be informed of the reason for the extension, and the investigation will proceed and a decision made as soon as reasonably possible. Employees under final warning of discharge shall have their disciplinary record cleared after months of active service without a disciplinary offence following the final warning. Should an employee be instructed to leave the plant pending an investigation, the investigation should be completed within three working days, when possible. If an employee is instructed to leave the plant, the employee will be provided with a Union Representative before the employee is required to leave the plant. The Company agrees to remove an employee's disciplinary record after months of active service, providing a similar offence is not repeated by the employee within the months. The Company will supply a copy of a reprimand to the employee concerned. In the event the employee chooses to provide the Union with a copy of the reprimand, it shall be used for no other purpose than the processing of a grievance related to this reprimand only. The Company will supply a written explanation to the Union and employee regarding suspensions and discharges. The Company will not discipline an employee following a period of five years of employment as a result of misinformation contained in the employee's Application for Employment. Employees hired after February who reach the Initial Counselling stage in the Attendance Program during the first months of employment can be given a warning of nondisciplinary termination due to poor attendance without the necessity of previous corrective action. An Initial Counselling will take place prior to the letter being given. However, there is no obligation for any further action prior to the issuance of the Termination Warning Letter following at least the Initial Counselling, If the employee’s absence record does not warrant the empl...
OF DISCIPLINE. The Employer will not use warnings or reprimands in an employee’s personnel file that are more than eighteen (18) months old, or twenty-four (24) months old regarding suspensions, unless the employee has had a subsequent warning for an offence during that period of time. An employee shall be entitled to review personnel file in the office in which the file is normally kept. The employee shall give the Employer twenty-four (24) hours written notice to having access to such file. The review of such file shall take place during the non- working hours of employees and access to the file shall be in the presence of Human Resources representation and no longer than fifteen (15) minutes.
