Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge 11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. 11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee. 11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. 11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period. 11:06 All disciplinary investigations shall be treated as confidential. 11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 5 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Progressive Discipline. 11:01 A. The Employer State will use progressive discipline to ensure that there is a fair and appropriate process for correcting employee performance. Progressive discipline is intended to identify problems with a Unit 16 employee's performance and provide the employee with an opportunity to bring the performance up to standard. The parties recognize that an employee's first time offense may require immediate adverse action and this section is not intended to conflict with any of the procedures set forth for disciplinary actions in Government Code Section 19570 et seq.
B. Letters of Instruction (LOI)/Work Improvement Discussions (WIDs) (as well as counseling memos, informal letters of reprimand, letters of warning, etc.) shall contain a specified expiration date, not discipline without just causeto exceed one year if there has been no recurring behavior, and shall have due regard for upon which the principles employee may request the removal of progressive disciplinethe same. Discipline will normally follow investigation and discussion with Upon request to the employeeappointing authority of his/her designee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures they shall be proportional to the seriousness of the issue removed and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has requests the documents be returned to them for their disposal. LOI/WIDs shall be issued generally within thirty (30) days but no more than forty-five (45) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have the right to submit a subsequent warning for an offence during that periodrebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the LOI/WID to the employee. This section does not apply to performance reports, probationary reports, or adverse actions.
11:06 All disciplinary investigations C. LOI/WIDs shall be treated as confidentialissued generally within thirty (30) days but no more than forty- five (45) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have the right to submit a rebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the LOI/WID to the employee. This section does not apply to performance reports, probationary reports, or adverse actions.
11:07 Nothing D. In cases where departmental staff are investigating an employee in a situation which adverse action potentially may follow, and the decision is made to give the employee an LOI/WID, the LOI/WID shall be issued within thirty (30) days but no more than forty-five (45) days from the decision to give the employee an LOI/WID. This will not prevent the parties from negotiating a formal adverse action down to an LOI/WID.
E. Any dispute pertaining to this section may be appealed to the third step of the grievance and arbitration procedure in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of workcontract. The supervisor may investigate, identify, decision at the third step is final and comment binding on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:all parties.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge.
11:02 Disciplinary Progressive discipline refers to the concept of disciplinary measures shall be being corrective in nature, proportional to the seriousness of the issue issue, and shall normally increase increasing in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined aboverespond to serious circumstances as necessary, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 4 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just causeAll employees are expected to comply with the Library's standards of performance and behavior and that any noncompliance with these standards must be remedied. Under normal circumstances, and shall have due regard for the principles Library endorses a procedure of progressive disciplinediscipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. Discipline will normally follow investigation and discussion with the employeeIt does, and will normally proceed through the following stepshowever, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves retain the right to skip one administer discipline in any manner it sees fit. Disciplinary action may be required under the following circumstances:
1. Abuse of Sick Time or more steps outlined above, having regard for the severity other leaves;
2. Consistent tardiness;
3. Deficiencies in performance;
4. Violation of the conduct in question and the relevant mitigating and aggravating factors, if any.terms of employment;
11:03 An employee who is disciplined shall receive a copy 5. Unauthorized absence from work;
6. Insubordination;
7. Breaches of acceptable conduct;
8. Violation of any written disciplinary notice, and the reasons thereforLibrary policy. The Union will also be sent an electronic copy normal application of the notice within one (progressive discipline should be:
1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons . If an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in not meeting Library standards of performance or behavior following coaching by the employee’s employment filesupervisor and/or a member of the HR Benefits Team, the Chair or Designated Authority will inform employee's supervisor and/or a member of the HR Benefits Team should take the following action:
a. Meet with the employee in writing of to identify and discuss the employee’s right to have performance problem. A union representative may be present if employee wishes;
b. Inform the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, employee of the nature of the allegations problem and the action necessary to correct it;
c. Prepare a memorandum stating possible solutions to remedy the problem and consequences of continued lack of improvement. The written statement will be discussed. If provided to the employee requests representation by for signature and placed in the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative)personnel file.
2. If there is a second occurrence, the Chair Director may take any or Designated Authority will arrange for such representation without undue delay, and without further discussion all of the matter following actions:
a. Meet with the employee concerned.to identify and discuss the performance problem. A union representative may be present if employee wishes;
11:05 If b. Prepare a written reprimand describing the investigation and/or meeting does not result in disciplinary action, including an oral or first and second incidents and summarizing the action taken;
c. Issue the written warning, then all record of reprimand to the matter and the interview employee. The reprimand will be destroyed. For clarity, provided to the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary employee for signature and placed in nature. The Employer will remove warnings and reprimands in an the employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless file.
d. Suspend the employee has without pay for a subsequent warning for an offence during that periodset period of time or take other disciplinary measures.
11:06 All disciplinary investigations shall 3. If there are additional occurrences, the Director may take any or all of the following actions:
a. Meet with the employee to identify and discuss the performance problem. A union representative may be treated as confidential.present if employee wishes;
11:07 Nothing in this Article shall be construed in such b. Prepare a manner as to prevent reprimand describing the normal discussion between supervisors occurrence and employees concerning standards, expectations, or performance of worksummarizing the action taken. The supervisor report will be provided to the employee for signature and placed in the employee’s personnel file;
c. Terminate employment. The progressive discipline procedures described above may investigatebe applied to any employee who is experiencing a series of unrelated problems involving job performance and/or behavior. In cases involving serious misconduct, identifysuch as major breach of policy or violation of law, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problemprocedures described above may be disregarded. [See also Article 18:The Director should suspend the employee immediately and, if appropriate, terminate the employee's employment.
Appears in 2 contracts
Sources: Support Personnel Association Contract, Librarians' Association Contract Agreement
Progressive Discipline. 11:01 The Employer shall not
1. This Section covers actions involving discipline without as described in Section 8 below, oral or written warnings, written reprimands, suspensions, demotions, dismissals, or reductions in grade or pay with prejudice. Disciplinary action may be taken against an employee only for just cause, and this must be substantiated by sufficient evidence which supports the recommended disciplinary action. All allegations pertaining to a disciplinary action shall be investigated. Actions under this Section shall be initiated after all the facts have been made known to the official responsible for taking the actions.
2. Disciplinary action shall be governed by applicable State Statutes.
3. An employee against whom disciplinary action is to be taken may appeal said action through the grievance procedure, excluding verbal warning and written warning.
4. An employee against whom action is to be taken under this Section shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity review all of the conduct in question information relied upon to support the proposed action and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive be given a copy upon request. No adverse action may be taken against an employee on the basis of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic document which has not been provided by a copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When 5. The Association shall be provided with a copy of all correspondence that is related to the Chair action of the employee the Association is representing at the grievance procedure.
6. The employee and his representative shall be afforded a reasonable amount of time to prepare and present appropriate responses to the proposed disciplinary actions under the Section. This amount of time is to be mutually agreed upon by the Parties.
7. Previous charges or Designated Authority disciplinary actions that have been brought forth by the administration may be cited against the employee if these previous acts are reasonably related to the existing charge. All previous charges or disciplinary actions must have been shared with the employee.
8. The discipline, dismissal, demotion, and suspension of any employee shall be for just cause. Recommendation for such action shall be made by the Chief of Police to the Superintendent. Except for more serious cases, which may be initiated at a Department summons an employee for an interview to investigate a matter higher level, progressive discipline shall be administered as follows:
a. Verbal warning (written notation) not filed in Personnel File.
b. Written warning, which is likely to lead to disciplinary action which will shall neither be recorded retained in the employee’s employment fileDistrict personnel file nor be considered after twelve (12) months from the date that the warning was issued.
c. Written reprimand, the Chair or Designated Authority will inform the employee which is filed in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concernedPersonnel File.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral d. Suspension with or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that periodwithout pay with Board approval.
11:06 All disciplinary investigations shall be treated as confidentiale. Dismissal with Board approval.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline.
12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I: 1) Oral Warning warning
Step II: 2) Written warning or letter of reprimand reprimand
Step III: Unpaid short suspension 3) Suspension (with or without pay), change in assignment
Step IV: Unpaid long suspension Step V: 4) Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period.
(b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 12:04 All disciplinary investigations shall be treated as confidential.
11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Progressive Discipline. 11:01 A. The Employer State will use progressive discipline to ensure that there is a fair and appropriate process for correcting employee performance. Progressive discipline is intended to identify problems with a Unit 16 employee's performance and provide the employee with an opportunity to bring the performance up to standard. The parties recognize that an employee's first time offense may require immediate adverse action and this section is not intended to conflict with any of the procedures set forth for disciplinary actions in Government Code Section 19570 et seq.
B. Letters of Instruction (LOI)/Work Improvement Discussions (WIDs) (as well as counseling memos, informal letters of reprimand, letters of warning, etc.) shall contain a specified expiration date, not discipline without just causeto exceed one year if there has been no recurring behavior, upon which the employee may request the removal of the same. Upon request to the appointing authority of his/her designee, they shall be removed and destroyed, unless the employee requests the documents be returned to them for their disposal.
C. LOI/WIDs shall be issued in a timely fashion, generally within thirty (30) days from when the incident occurred or from date of discovery of the incident that forms the basis for the LOI/WID. The employee shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity submit a rebuttal to any LOI/WID. The rebuttal shall be submitted no later than thirty (30) days after issuance of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent LOI/WID to the employee.
11:04 When the Chair or Designated Authority of a Department summons D. In cases where departmental staff are investigating an employee for in a situation which adverse action potentially may follow, and the decision is made to give the employee an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment fileLOI/WID, the Chair or Designated Authority will inform LOI/WID shall be issued in a timely fashion, generally within thirty (30) days from the decision to give the employee in writing an LOI/WID. This will not prevent the parties from negotiating a formal adverse action down to an LOI/WID.
E. Any dispute pertaining to this section may be appealed to the third step of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, grievance and will inform the employee, arbitration procedure in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in naturethis contract. The Employer will remove warnings decision at the third step is final and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that periodbinding on all parties.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Progressive Discipline. 11:01 The Employer shall not 12:01 Progressive discipline without just causerefers to the concept of disciplinary measures being corrective in nature, proportional to the seriousness of the issue, and shall have due regard for may increase in severity in the principles event of progressive disciplinerepetition of the same or similar occurrences. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I: 1) Oral Warning warning
Step II: 2) Written warning or letter of reprimand reprimand
Step III: 3) Unpaid short suspension or change in assignment Step IV: 4) Unpaid long suspension or change in assignment Step V: Discharge
11:02 5) Discharge Disciplinary measures shall be proportional to the seriousness of the issue and shall normally may increase in severity with repetition further incidents of the same or similar occurrencesmisconduct. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period.
(b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 12:04 All disciplinary investigations shall be treated as confidential.
11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Progressive Discipline. 11:01 10:01 The Employer shall not discipline without discipline, suspend, discharge and/or cancel subsequent appointments except for just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 10:02 When the Chair or Designated Authority of a Department summons an employee is summoned for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If . A meeting with the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record Employer as described above shall take place without undue delay as a necessary component of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary such disciplinary/discharge action was administered, whichever comes first, unless the employee has declines or is unable or unwilling to attend within a subsequent warning for an offence during that periodreasonable time frame.
11:06 10:03 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons for the disciplinary action.
10:04 Grievance of disciplinary action shall be initiated at Step 2 or Step 3 of the grievance procedure as appropriate.
10:05 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons therefor. The Union will receive a copy of the notification of discipline or written warning within one (1) working day (24 hours).
10:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Progressive Discipline. 11:01 The Employer 1. This Article shall not limit the District’s right to evaluate or to reprimand orally or to counsel employees.
(a) Normally, an employee whose work or conduct is of such nature as to possibly incur discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall first be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrencescounseled by an administrator. The Employer reserves administrator shall then give no less than ten (10) working days to permit the right employee to skip one or more steps outlined abovecorrect the deficiency without incurring disciplinary action. Normally, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within at least one (1) working day (24 hours) of the notice being sent written warning shall be given before disciplinary action is imposed. The employee may submit a response or rebuttal to the employee.
11:04 When the Chair written reprimand or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action warning which will be recorded retained in the employee’s employment records along with the reprimand.
(b) All written warnings and employee responses, if any, shall be filed separately from the employees personnel file, . In the Chair event the Superintendent or Designated Authority will inform his/her designee subsequently gives written notice to the employee of the District’s intent to suspend the employee and the employee appeals, all such written warnings are admissible.
3. The District may suspend employees with or without pay for a maximum of fifteen (15) working days, pursuant to the following provisions:
(a) The suspension shall be based upon just cause, including but not limited to:
1) Failure to follow reasonable administrative rule or directive that falls within the job description.
2) Any cause set forth in writing Section 44932 of the California Education Code;
(b) The Superintendent or his/her designee shall give written notice to the employee of the District’s intent to suspend the employee. Notification to an employee of proposed disciplinary action shall be deemed sufficient when it is delivered in person to the employee or when it is deposited in the U.S. Certified Mail, postage prepaid, and addressed to the last known address of the employee’s right to have . The notification shall contain the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representativefollowing:
1) present, and will inform the employee, in writing, A statement of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, specific acts and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in omissions upon which the disciplinary action was administeredis based;
2) A statement of the cause or causes, whichever comes firstfor the action taken;
3) If it is claimed that the employee has violated a rule or regulation of the District, unless a statement of the rule or regulation;
4) A statement of the suspension proposed, including beginning and ending date(s);
5) A statement that the employee has a subsequent warning right to discuss informally the proposed suspension with the Superintendent or his/her designee prior to the suspension and a proposed date, time and place for an offence during such pre-suspension discussion;
6) A statement that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such the employee may appeal the proposed suspension by filing a manner as to prevent grievance directly with the normal discussion between supervisors and employees concerning standards, expectations, Superintendent or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:his/her designee within five
Appears in 2 contracts
Sources: Contract Agreement, Contract Agreement
Progressive Discipline. 11:01
12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with .
12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, respond to serious circumstances as necessary having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. Discipline will normally follow investigation and discussion with the employee with the objective of resolving the matter and/or correcting the behaviour. Such steps may include warnings, suspensions, and/or discharge.
11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period.
11:06 12.06 All disciplinary investigations shall be treated as confidential.
11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem.
12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 13:02 All disciplinary investigations shall be treated as confidential.
13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
13:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 13:06 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:19: Employee Evaluation and Records.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I1: Oral Warning or written warning Step II2: Written warning Letter of reprimand, suspension (with or letter without pay), change in assignment Step 3: Discharge or cancellation of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the discipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 13:02 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 13:03 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 13:04 All disciplinary investigations shall be treated as confidential.
11:07 13:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:: Employee Evaluation and Records.
13:06 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Chair may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with .
12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, respond to serious circumstances as necessary having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any. Discipline will normally follow investigation and discussion with the employee with the objective of resolving the matter and/or correcting the behaviour. Such steps may include warnings, suspensions, and/or discharge.
11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period.
11:06 12.06 All disciplinary investigations shall be treated as confidential.
11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem.
12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 12.01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with .
12.02 Progressive discipline refers to the employeeconcept of disciplinary measures being corrective in nature, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue issue, and shall normally may increase in severity with in the event of repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if anyrespond to serious circumstances as necessary.
11:03 12.03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefortherefore. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12.04 When the Chair or Designated Authority of a Department Employer summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 12.05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in from an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an a similar offence during that period.
11:06 12.06 All disciplinary investigations shall be treated as confidential.
11:07 12.07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem.
12.08 The Principal, Vice-President, or designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. [See also Article 18:The Principal, Vice-President, or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline.
13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 13:02 All disciplinary investigations shall be treated as confidential.
13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
13:05 An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union ▇▇▇▇▇▇▇ (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇ (or other Union Representative), the University will send for a Union ▇▇▇▇▇▇▇ (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay.
13:06 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtytwenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 13:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1819:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 13:02 All disciplinary investigations shall be treated as confidential.
13:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 13:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
13:05 An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union ▇▇▇▇▇▇▇ (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇ (or other Union Representative), the University will send for a Union ▇▇▇▇▇▇▇ (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay.
13:06 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtytwenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 13:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1819:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 a. The Employer and the Union agree that in correcting inappropriate employee conduct the Employer shall not employ progressive discipline without just causewhich shall include oral reprimands warnings, written reprimands warnings, probation, suspensions, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrencesdismissal. The Employer reserves will evaluate the right to skip one or more steps outlined above, having regard for the severity conduct of the conduct in question employee and the relevant mitigating circumstances of the incident to determine what level of discipline is appropriate. The parties recognize that certain conduct is of such a serious nature that resort to a progressive discipline approach is inappropriate. Conduct falling in this category, depending on its severity, may include, but shall not be limited to theft, fighting, violation of the Employer’s harassment and aggravating factorsdiscrimination policies, if anyfraud, falsification of documents, insubordination; possession, sale or use of illegal drugs on Employer premises or the use of alcohol on Employer premises or possession of dangerous weapons on Employer premises. The principles of just cause shall apply to all levels of discipline.
11:03 b. An employee who is disciplined shall receive be given a copy of any written disciplinary noticereasonable opportunity, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one not to exceed five seven (15 7) working day (24 hours) calendar days after receipt, to read, sign and answer all written reprimands warnings before placement of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded such materials in the employee’s employment personnel file. The employee’s signature thereon shall not be construed as an admission of guilt or concurrence with the reprimand, but rather shall be requested as an indication that he or she they have s seen the Chair written warning reprimand and comprehends the gravity of the disciplinary action taken. An employee is required to acknowledge, by his or Designated Authority will inform her signature, receipt of the employee written warning so as to assure that nothing is prematurely placed in writing of the employee’s file. Disciplinary materials that have not been signed by the employee shall be removed from the file. Written reprimands disciplinary notices provided for herein shall not remain in effect for more than twenty-four (24) months from the date of such warning notice, unless two (2) of more incidences occur in a consecutive twenty-four (24) month and then the notice reprimands will remain in effect. The twenty-four (24) month period is based on the most recent event. Written Disciplinary notices shall be either hand delivered to the employee, or emailed and mailed by certified mail to the address of record. Any disciplinary notice without documentation that it was presented to or received by the employee shall be removed from the file. Disciplinary notices that are twenty-four (24) months or older will not be considered during the hiring process (i.e., transfers, promotions, etc.).
c. An employee shall have the right to have the employee’s a Union ▇▇▇▇▇▇▇ (Representative present at all meetings, interviews or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that periodEmployer knows may reasonably lead to discipline consistent with Subsection 1.10(b) of this Agreement.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 1 contract
Sources: Collective Bargaining Agreement
Progressive Discipline. 11:01 The 13.1 It is hereby agreed the Employer shall not discipline without has the right to discharge only for just cause, cause and shall have due regard for notice or pay in lieu of notice may be forfeited in the principles event of progressive discipline. Discipline will normally follow investigation and discussion with such discharge at the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrencesEmployer's option. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee Employee and the Union in writing of the employee’s reasons for such discharge at the time of discharge.
13.2 It is agreed by the parties to this agreement that discipline should be corrective rather than punitive and shall be consistent with the concept of progressive discipline.
13.3 No Employee covered by this Agreement shall be disciplined in any manner, demoted, suspended or discharged except for just cause.
13.4 The Employer agrees that the Employee and the Union shall be notified at least twenty- four (24) hours in advance of any interview of a disciplinary nature, unless an extension is mutually agreed, and to indicate:
a) the Employee's right to have the employee’s Union ▇▇▇▇▇▇▇ (or other be accompanied by a Union Representative
b) present, and will inform the employee, in writing, purpose of the nature of meeting including whether it involves the allegations Employee's personnel record;
c) that if the Employee's personnel record is to be discussed. If considered during the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative)interview, the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of Employee and/or the matter with Union representative shall have access before the employee concernedmeeting to the file.
11:05 If 13.5 Progressive Discipline is a series of disciplinary actions that are corrective in nature and are meant to assist the investigation Employee to improve performance and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in natureeliminate behavioural concerns. The Employer will remove warnings and reprimands in endeavours to provide all Employees who violate policies, procedures or exhibit behavioural issues an employee’s personnel file after thirty-six (36) months or four (4) terms opportunity to comply with the Employer's requirements by means of active employment following the term in which the progressive disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that periodactions.
11:06 All 13.6 The Employer and the Union recognize that Coaching is part of the regular feedback Employees receive and is not considered a disciplinary investigations shall action. Where the President and/or designate documents coaching moments given to an Employee, the Employee and the Union will be treated as confidentialgiven copies of such documentation and a copy will be placed in the Personnel File of the Employee.
11:07 Nothing in this Article shall 13.7 The following disciplinary actions will be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, taken when performance or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18behavioural issues are identified:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for District supports the principles concept of “progressive discipline.” While the underlying premise is a progressive application of corrective measures, not all steps are appropriate in every circumstance. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective The degree of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures applied discipline shall be proportional to fit the seriousness of the issue and shall normally increase misconduct. The steps to be applied in severity with repetition the “progressive discipline” process are reserved to the District’s discretion based on a consideration of factors such as: the Unit Member’s total work record, the seriousness of the same or similar occurrences. The Employer reserves offense, whether it is repeat conduct, the right to skip one or more steps outlined above, having regard for the severity of the conduct in question impact on students and the relevant mitigating and aggravating factorseducational program, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons thereforetc. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair supervisor or Designated Authority of a Department summons an employee for an interview administration is going to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment fileapply progressive discipline, the Chair or Designated Authority will they must inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of unit member regarding the nature of the allegations meeting and of their right to have union representation. • Oral Warning/Conference • Written Warning • Letter of Reprimand • Suspension Without Pay/Reduction in Pay • Dismissal The District will post and email all unit members a list of all summer school and extended school year positions available. To be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative)considered for these positions, the Chair or Designated Authority will arrange for such representation without undue delayUnit Member must be in good standing. To be considered in good standing, and without further discussion of a Unit Member’s most recently completed summary evaluation rating within the matter with the employee concerned.
11:05 If the investigation and/or meeting does preceding twelve (12) month period shall not result in disciplinary action, including an oral or written warning, then all record of the matter be less than “Competent” (see Appendix E) and the interview will be destroyed. For clarity, the foregoing Unit Member shall not apply to letters have been issued any form of coaching, expectation, and/or instruction which are deemed to be non-disciplinary written reprimand in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six the preceding twelve (3612) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that month period.
11:06 All disciplinary investigations A. Unit members whose regular assignments are those of the posted summer school extended year classifications and sites and who apply will be offered the position first.
B. In the event that the incumbents do not accept the positions or no incumbents exist, other unit members who are regularly assigned to the summer school or extended year site will be offered the positions in order of District seniority and provided they are deemed qualified by the Personnel Commission. These assignments will be made on a rotating basis.
C. Should the aforementioned unit members not accept the positions, other unit members in the designated classifications who apply for the position, will be given first right of refusal in order of District seniority on a rotating basis.
D. Any unfilled positions shall be treated as confidentialoffered in District seniority order to qualified unit members serving in other classifications, on a rotating basis.
11:07 Nothing E. Unit members who are not placed in a summer school or extended school year positions, shall have first right of refusal, in order of seniority in the classification, to substitute provided they have confirmed in via email their availability to substitute during this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:period.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 13:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I1: Oral Warning or written warning Step II2: Written warning Letter of reprimand, suspension (with or letter without pay), change in assignment Step 3: Discharge or cancellation of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the discipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 13:02 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 13:03 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 13:04 All disciplinary investigations shall be treated as confidential.
11:07 13:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:19: Employee Evaluation and Records.
13:06 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Chair may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline.
12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I: 1) Oral Warning or written warning
Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment
Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: 3) Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 (a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty-six (36) months, unless there are further incidents of a similar nature during that period.
(b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 12:04 All disciplinary investigations shall be treated as confidential.
11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1820:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline.
14:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 . An employee who is disciplined shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 14:02 All disciplinary investigations shall be treated as confidential.
14:03 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Chair or Designated Authority as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 14:04 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing discipline. The Chair or designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
14:05 An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union ▇▇▇▇▇▇▇ (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇ (or other Union Representative), the University will send for a Union ▇▇▇▇▇▇▇ (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay.
14:06 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtytwenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 14:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 1819:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I: 1) Oral Warning or written warning
Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment
Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: 3) Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 (a) If the investigation and/or meeting does not result in disciplinary actionac‑ tion, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be non-disciplinary clearly indicated as non‑disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after thirty‑six (36) months, unless there are further incidents of a similar nature during that period.
(b) The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six that are more than thirty‑six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 12:04 All disciplinary investigations shall be treated as confidential.
11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigatein‑ vestigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:17: Employee Evaluation and Records.
12:06 The Principal or Designate shall be the sole authority responsible for is‑ suing warnings, reprimands, or more serious disciplinary sanctions. The Principal or Designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves has the right to skip one discipline and discharge Employees for just cause. Subject to this Article, every Employee will have the right to contest discipline in accordance with the procedure provided herein or more steps outlined abovein accordance with the grievance article.
Section 1 - Investigations regarding any potential or alleged misconduct, having regard actions, or omissions that may result in discipline for just cause will be completed as expeditiously as practicable. If disciplinary action is warranted, such discipline will be issued as soon as practicable after the severity completion of the conduct in question investigation and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇▇▇▇ (hearing. No discipline will be implemented or other Union Representative) presentincorporated into an Employee's file until the completion of the applicable procedures set forth above.
Section 2 - In all cases when a supervisor has reason to believe that an Employee has committed acts warranting discipline and contemplates issuance of disciplinary action, and will the supervisor shall inform the Employee and allow the Employee the opportunity to have union representation to the extent required by applicable law. Exceptions to this procedure would be in situations where the Employee is absent without leave or by mutual agreement of the parties.
Section 3 - Within five (5) days of the receipt of a complaint, infraction of policy and/or allegation of misconduct the employer shall have a preliminary/investigative meeting with the employee. In circumstances where the outcome could lead to disciplinary action, members shall be told in writingadvance "if proven they violated departmental and/or medical Protocol or were negligent in their actions, they could be subject to disciplinary actions". No bargaining unit member shall be required to make any oral or written statement concerning any possible infractions of policy and/or misconduct until the bargaining unit member has been notified in writing the nature of the allegations allegation. Bargaining unit members are expected and required to be discussedtruthful and forthcoming with all facts in an investigation. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, Bargaining unit members found to have not been completely truthful and without further discussion of the matter with the employee concernedforthcoming shall be disciplined up to and including termination.
11:05 If the investigation and/or meeting does not result in Section 4 - The principles of corrective and progressive disciplinary actionaction shall be used for non- probationary employees, but severe discipline, including an oral discharge, may be appropriate for infractions or written warning, then all record conduct of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in a serious nature. The following disciplinary steps exist, but do not preclude the Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following from skipping steps due to the term in which the disciplinary action was administeredfacts, whichever comes firstincident, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectationsseverity, or performance seriousness of workthe alleged allegations:
Step 1. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problemVerbal/Written Warning Step 2. [See also Article 18:Written Discipline
Appears in 1 contract
Sources: Collective Bargaining Agreement
Progressive Discipline. 11:01 10:01 The Employer shall not discipline without discipline, suspend, discharge and/or cancel subsequent appointments except for just cause, and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension or change in assignment Step IV: Unpaid long suspension or change in assignment Step V: Discharge
11:02 Discharge or cancellation of subsequent appointments Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 10:02 When the Chair or Designated Authority of a Department summons an employee is summoned for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority Employer will inform the employee in writing with a copy to the Union of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority Employer will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned. A meeting with the Employer as described above shall take place without undue delay as a necessary component of such disciplinary/discharge action unless the employee declines or is unable or unwilling to attend within a reasonable time frame.
11:05 10:03 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons for the disciplinary action. An employee who will be disciplined or discharged while at work will be notified of the employee’s right to have a Union ▇▇▇▇▇▇▇ (or other Union Representative) attend such a meeting in which such discipline or discharge will be issued. If the employee requests representation by a Union ▇▇▇▇▇▇▇ (or other Union Representative), the University will send for a Union ▇▇▇▇▇▇▇ (or other Union Representative) without undue delay and without further discussion of the matter with the employee concerned. If requested, the Union shall send a ▇▇▇▇▇▇▇ or other authorized Union Representative immediately and without undue delay.
10:04 Grievance of disciplinary action shall be initiated at Step 2 or Step 3 of the grievance procedure as appropriate.
10:05 An employee who is disciplined shall be advised in writing of the nature of the discipline and the reasons therefor. The Union will receive a copy of the notification of discipline or written warning within one (1) working day (24 hours).
10:06 All disciplinary investigations shall be treated as confidential.
10:07 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectationexpectations, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirtya period of twenty-six four (3624) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 10:08 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem.
10:09 The University and the Union recognize that coaching letters are non-disciplinary. [See also Article 18:For clarity, coaching letters shall not form a step in the progressive discipline process and shall not be relied upon to increase the severity of discipline imposed. Coaching letters shall be removed from the employee’s file when twelve (12) months of active employment (i.e., months actually at work at the University in a bargaining unit position) have elapsed since the date of issue. For clarity, a new coaching letter may be issued at any time. All coaching letters shall be clearly identified as such in the subject line of the letter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01
A. The Employer and Union agree that in correcting inappropriate employee conduct the Employer shall not employ progressive discipline without just causewhich may include verbal counseling and warnings, written warnings, probation, suspensions and shall have due regard for the principles of progressive discipline. Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrences. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in naturedischarge. The Employer will remove warnings evaluate the conduct of the employee and reprimands the circumstances of the incident to determine what level of discipline is appropriate. The parties recognize that certain conduct is of such a serious nature that resort to a progressive discipline approach is inappropriate. The Employer may, therefore, omit any of the steps and proceed directly to discharge. Conduct falling in an employee’s this category, depending on its severity, may include, but shall not be limited to failing to maintain client confidentiality; abusing clients; abandonment of position; unauthorized removal of property; intentionally damaging the property of others; fighting; violation of Employer's harassment or discrimination policies; fraud; falsification of documents; insubordination; possession, use or sale of alcohol or illegal drugs while on Employer-related business or property; or being under the influence of drugs or alcohol in said circumstances, The principles of just cause apply to all levels of discipline.
B. An employee shall be given the opportunity to read, sign and attach a written response to any written warning or disciplinary notice placed in his/her personnel file after thirty-six within seven (367) months calendar days of placement in the file. The employee's signature thereon shall not be construed as an admission of guilt or four (4) terms concurrence with the reprimand, but rather shall be requested as an indication that he/she has seen it and comprehends the gravity of active employment following the term in which the disciplinary action was administered, whichever comes first, unless taken. An employee is required to acknowledge by his/her signature receipt of the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations written warning. Employees shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as have the right to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, review and comment on unacceptable performance evaluations placed in their personnel files within seven (7) calendar days of placement in the file. Written warnings and performance evaluations placed in his/her personnel file will include the following disclaimer: “Employee's signature confirms only that management has discussed and given a copy of this material to the employee. The employee's signature does not indicate agreement or unsatisfactory acts or omissions disagreement with the contents of this material.”
C. Employees who are terminated shall receive benefit pay out information and set exit information in writing at time of termination.
D. Employees who have a reasonable time in which to correct the problem. [See also Article 18:disqualifying background check will automatically be terminated.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Progressive Discipline. 11:01 The Employer shall not discipline without just cause, and shall have due regard for the principles of progressive discipline. 12:01 Discipline will normally follow investigation and discussion with the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: :
Step I: 1) Oral Warning or written warning
Step II: Written warning 2) Letter of reprimand, suspension (with or letter of reprimand without pay), change in assignment Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 3) Discharge Disciplinary measures shall be proportional to the seriousness of the issue and shall normally may increase in severity with repetition further incidents of misconduct. An oral warning alone shall be used only in cases that appear minor or unlikely to proceed to Steps 2 and 3 of the same or similar occurrencesdiscipline procedure. The Employer reserves the right in serious circumstances to skip one or more steps outlined above, having regard for the severity bypass Steps 1 and 2 of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 recommended procedure. An employee who is disciplined at Steps 2 and/or 3 shall receive a copy be advised in writing of any written disciplinary notice, the nature of the discipline and the reasons therefor. The Union will also be sent an electronic receive a copy of the notice notification of discipline or written warning within one (1) working day (24 hours) of the notice being sent to the employee). The Employer shall not discipline without just cause.
11:04 12:02 When the Chair Principal or Designated Authority of a Department Designate summons an employee for an interview to investigate a matter which is likely to lead to may be the subject of disciplinary action which will be recorded in the employee’s employment file, the Chair Principal or Designated Authority Designate will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employee, in writing, of the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair Principal or Designated Authority Designate will arrange for such representation without undue delay, and without further discussion of the matter with the employee concerned.
11:05 a) If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarityPursuant to the investigation and/or meeting, the foregoing shall not apply to letters of coachinga note, expectation, and/or instruction which are deemed to be clearly indicated as non-disciplinary in nature, may be placed in an employee’s personnel file. Such notes will be removed from an employee’s personnel file after 36 months, unless there are further incidents of a similar nature during that period.
b) The Employer will remove warnings and reprimands in an employee’s personnel file after that are more than thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes firstold, unless the employee has a subsequent warning for an offence during that period.
11:06 12:04 All disciplinary investigations shall be treated as confidential.
11:07 12:05 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:17: Employee Evaluation and Records.
12:06 The Principal or Designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Principal or Designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 10.01 Discipline normally will be considered in terms of appropriate progressive sanctions, except in cases of gross misconduct.
10.02 Progressive discipline is a process for dealing with performance and/or behaviour that does not meet expected standards. The Employer shall not discipline without just cause, and shall have due regard for the principles primary purpose of progressive disciplinediscipline is to assist the employee to understand that a performance and/or behavioural problem(s) exist and to be provided with the opportunity for improvement. Discipline Therefore, the Union and the University agree that any disciplinary action given to an employee will normally follow investigation be given within a reasonable amount of time of the supervisor/manager becoming aware of the performance and/or behaviour.
10.03 The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem.
10.04 Progressive discipline may include the following interventions: Counsel the employee about performance, conduct or behaviour and to ascertain the employee’s understanding of these. Such intervention may include a discussion with to ascertain if there are any issues contributing to the poor performance, behaviour, or conduct that are not immediately obvious to the supervisor/manager. Verbally reprimand the employee for poor performance or inappropriate behaviour. Provide a written warning in the employee’s file, in an effort to improve employee performance. Suspend the employee, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with repetition of the same or similar occurrenceswithout pay. The Employer reserves the right to skip one or more steps outlined above, having regard for the severity of the conduct in question and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to Terminate the employee.
11:04 When 10.05 Termination of employment will be for just cause.
10.06 The University may take appropriate disciplinary measures and impose appropriate disciplinary sanctions.
10.07 If the Chair reason for discipline is related to conduct, performance or Designated Authority of a Department summons an employee for an interview to investigate a matter behaviour which is likely recurrent, continuous or is deemed to lead to disciplinary action which will be recorded seriously objectionable behaviour, and if it is considered that the discipline imposed may have a bearing upon retention in the employee’s employment file, the Chair service or Designated Authority will inform the employee in writing advancement of the employee’s , the concerns shall be communicated forthwith to him/her in writing with a copy to the Union.
10.08 The employee may respond to such written admonition in writing, with a copy to the Union and any such response shall become part of the same file on which the written admonition had been placed
10.09 A written admonition shall not be used as the basis of any action adverse to the employee if more than two (2) years have elapsed since it had been written, except where the written admonition concerns an offense of a felonious or consistent recurring nature.
10.10 An employee shall be informed that he/she has the right to have the employee’s Union his/her ▇▇▇▇▇▇▇ (or other Union Representative) presentunion representative present at any meeting to which the employee is called to have a discussion or be counseled regarding the employee’s behaviour, conduct, attendance record or job performance.
10.11 Where a supervisor/manager intends to impose discipline in respect of an employee, the supervisor/manager shall so notify the employee and a local union representative. The employee and the local union representative shall be advised, as far in advance as practicable under the circumstances, of the time, place, and will inform subject of the meeting.
10.12 Notwithstanding Article 10.10 above, the supervisor/manager has the right to provide feedback to the employee, either orally or in writing, of the nature of the allegations to be discussed. If the employee requests representation by regarding the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange for such representation without undue delay, and without further discussion of the matter with the employee concernedperformance and/or behaviour prior to any discipline being imposed.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 1 contract
Sources: Collective Agreement
Progressive Discipline. 11:01 The Employer accepts and gives effect to the principle of progressive discipline by adopting the procedures set forth below. The Employer recognizes that, prior to imposing discipline; an employee shall not be given a reasonable opportunity to correct the situation about which there has been a complaint. Notwithstanding the above, it is understood that the Employer reserves the right, in extreme situations, to discipline an employee for just cause without just causehaving first issued a Letter of Warning, subject to Articles 8 and 9.
(a) Step 1 – Meeting Except in the extreme situations as presented above, prior to any consideration of discipline, the Employer shall notify the Employee and the Union, in writing, and schedule a meeting to be held within ten (10) working days. The notice shall have due regard state the reasons for the principles consideration of progressive discipline. Discipline will normally follow investigation Such a meeting shall be attended by the Employee involved, the Union Representative and discussion the Executive Director. The Employer must clearly explain:
i) What the Employee has done such that discipline may be considered;
ii) What is expected of the Employee to correct the problem; and
iii) The time frame for corrective action.
(b) Step 2 – Letter of Warning Except in the extreme situations as presented above, no discipline beyond step 1 may be imposed on any Employee who has not first been sent a Letter of Warning. Where a Letter of Warning is sent to an Employee, the Union and the Employee shall be the only parties to receive copies. The Letter of Warning shall state that disciplinary action may be imposed, in accordance with the employeeprocedures herein contained, and will normally proceed through the following steps, with the objective of resolving the matter and/or correcting the behaviour as early as possible: Step I: Oral Warning Step II: Written warning or letter of reprimand Step III: Unpaid short suspension Step IV: Unpaid long suspension Step V: Discharge
11:02 Disciplinary measures shall be proportional to the seriousness of the issue and shall normally increase in severity with a repetition of the same act or similar occurrences. The Employer reserves omissions which is the right to skip one or more steps outlined above, having regard for the severity subject matter of the conduct complaint and/or, where the complaint concerns the standard of the Employer’s work, if the Employee fails to bring their work up to a reasonable standard by a given date to be determined by the Employer. Such date shall give the Employee reasonable opportunity to correct the problem(s) referred to in question the Letter of Warning.
(c) Step 3 – Notification and Action Before imposing discipline, the Employer shall notify the employee and the relevant mitigating and aggravating factors, if any.
11:03 An employee who is disciplined shall receive a copy of any written disciplinary notice, and the reasons therefor. The Union will also be sent an electronic copy of the notice within one (1) working day (24 hours) of the notice being sent to the employee.
11:04 When the Chair or Designated Authority of a Department summons an employee for an interview to investigate a matter which is likely to lead to disciplinary action which will be recorded in the employee’s employment file, the Chair or Designated Authority will inform the employee in writing of the employee’s right to have the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative) present, and will inform the employeeUnion, in writing, of their decision to impose discipline, and shall include the nature of the allegations to be discussed. If the employee requests representation by the employee’s Union ▇▇▇▇▇▇▇ (or other Union Representative), the Chair or Designated Authority will arrange reasons for such representation without undue delay, and without further discussion of the matter with the employee concerneddecision.
11:05 If the investigation and/or meeting does not result in disciplinary action, including an oral or written warning, then all record of the matter and the interview will be destroyed. For clarity, the foregoing shall not apply to letters of coaching, expectation, and/or instruction which are deemed to be non-disciplinary in nature. The Employer will remove warnings and reprimands in an employee’s personnel file after thirty-six (36) months or four (4) terms of active employment following the term in which the disciplinary action was administered, whichever comes first, unless the employee has a subsequent warning for an offence during that period.
11:06 All disciplinary investigations shall be treated as confidential.
11:07 Nothing in this Article shall be construed in such a manner as to prevent the normal discussion between supervisors and employees concerning standards, expectations, or performance of work. The supervisor may investigate, identify, and comment on unacceptable or unsatisfactory acts or omissions and set a reasonable time in which to correct the problem. [See also Article 18:
Appears in 1 contract
Sources: Collective Agreement