OF DISCIPLINE Clause Examples

OF DISCIPLINE. When an employee is called to an interview by the Human Resource Manager designated representative for the purpose of investigating alleged misconduct, the Chairperson and/or designated representative will be present at such meeting. If, following such investigation, such employee is suspended or given warning, shall be given written notice of such suspension or warning and reasons therefore, with a copy to the Chairperson. If an employee is to be discharged, there must first be a meeting held with the Human Resource Manager, the employee concerned and the Chairperson. In the event that the employee refuses to attend the meeting, a written notice of discharge may be forwarded to the employee by means of registered mail, and a copy thereof shall be forwarded to the Chairperson. Where a written warning has been given to an employee such written warning shall remain against the record of the employee for a period of six (6) months of work. When an employee has been suspended, such suspension shall remain against the record of the employee for a period of fifteen (15) months of work. At the expiration of the time periods stated above, the disciplinary records and/or files shall not be used in any future disciplinary action, grievance or arbitration. The records and/or files will be returned to the employee, and the Chairpersonwill be notified of such action.

OF DISCIPLINE. It is agreed that the maintenance of discipline for just cause is essential to the operation of the plant. Notice Suspension, Layoff or Discharge The plant management agrees promptly upon the suspension, disciplinary layoff or discharge of an employee including a probationary employee to notify in writing the employee and the ▇▇▇▇▇▇▇ or Plant Shop in the district of the suspension, disciplinary layoff or discharge, and the reason therefor. Such notice will be provided at a reasonable time where practicable to the end of the and will the employee that the employee has the right to request union representation. If such an employee is absent from the plant at the time the action is taken, or where it was not practicable to provide written notice prior to leaving the plant, management will send to the employee’s last known address notice of suspension, disciplinary layoff or discharge and notice that the employee has the right to request representation.

OF DISCIPLINE letters of that an Employee receives shall be removed from their personnel file twelve

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 ▇▇▇▇▇▇▇ 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. Par. 2 Once the measure of discipline is determined and imposed, the Employer shall not increase it for the particular act of misconduct, which arose from the same facts and circumstances. Discipline shall not be imposed in a manner intended to embarrass the employee. Management will not discipline employees in the presence of other employees, the public, students, faculty, or staff. Supervisors and bargaining unit employees will endeavor to communicate in a courteous manner.

OF DISCIPLINE. A ▇▇▇▇▇▇▇ 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 ▇▇▇▇▇▇▇ 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. No employee may be held out of for the investigation of any charge against him due to accident or other alleged misconduct, for a period exceeding three (3) working days without the holding of a hearing by the Company concerning such matter, and the employee must be notified at least one

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- ▇▇▇▇▇, the employee will be so informed before the inter- view and will be advised that he will have his union rep- resentative present.

OF DISCIPLINE. When an employee is suspended duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the representative of the Bargaining Agent that such suspension has occurred. Where an employee is required to attend a meeting on disciplinary matters the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter. Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period.

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- ▇▇▇▇▇, 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.