Common use of Quits Clause in Contracts

Quits. Is discharged for cause Does not return to work within five working days after being recalled without a reasonable excuse. The employee shall be responsible to advise the Company of his intentions within this five day period. Employees who are ill at the time of recall will not lose their seniority. Such employees must present satisfactory proof of illness. Has been on inactive status for twenty-four months. Is absent three continuous days without notifying the Company unless he has a good and sufficient reason for being unable to notify the Company. Retires Fails to report for work at the termination of a Leave of Absence unless he produces a good and sufficient cause for failing to report. Accepts severance allowance after consultation with Union. The Management will prepare accurate seniority lists at the end of each calendar quarter. These seniority lists will be posted on the appropriate plant bulletin boards. Employees’ names will appear on the seniority lists in order of their seniority date. Questions regarding the accuracy of the Seniority List must be submitted within thirty calendar days following the posting of the questioned item, otherwise it will be taken to be correct. Where two or more employees have the same seniority date, the employee first accepted for employment shall have the higher ranking on the seniority list. The Company will post on the bulletin board provided for that purpose, notices of any vacant job within a department which it intends to on a permanent basis. Such notices will contain the job title, rate of pay, and the duties of the job. All eligible employees in the Plant shah be given seven working days to apply in writing, to the Human Resources Department for the job vacancy. Promotions shah be according to seniority, ability and experience, together with the employee’s record for satisfactory service over the previous twelve months. The Company may require a test in order to determine whether or not the applicant has the ability to perform the work required. The Company’s decision regarding the applicant’s qualifications and the ability to do the job shall be unless the Union through the grievance procedure, proves the Company has violated the terms of these rules in the tilling of the vacancy. If none of the applicants qualify, the Company shall fill the job from any source. The Company may assign any employee to fill an open job on a temporary basis until suitable arrangements can be made to fill the job permanently. Such temporary basis shall not exceed thirty working days. The President of Union shall receive a copy of the notice posted at the time of posting, and shall be notified of those employees who have bid for the job vacancy. As soon as the Company has decided which applicant has been selected for the job vacancy, the President of the Union shall be notified as to the Company’s decision. An employee may bid on an equal or lower rated job class only by mutual agreement of the Company and the Union. Any posting which is not filled after thirty working days shall be Note: Company job posting notice form will be amended to include the instruction that all applicants who had previously applied for an expired posting should reapply if still interested in the position. If a member of the bargaining unit is transferred or requests a transfer to a non-bargaining unit position within the Company, he will retain his seniority within the bargaining unit and be credited for all service with the Company for the purposes of this Collective Agreement, including the time spent outside of the bargaining unit, unless the transfer is longer than six months, Any employee who avails himself of this provision will be allowed to do so once during his service with the Company. In the event of a layoff and so long as there is work available which they are able and qualified to perform, notwithstanding their position on the seniority list, the following Union officials shall, during their term of be retained by the Company: Union President, Vice President, Recording Secretary, Financial Secretary, Treasurer, Chairman of the Grievance Committee and the elected Grievance Committee. is recognised that in any grievance procedure, the sound discretion and good judgment of the aggrieved employee, the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇, the Grievance Committee and the Management Representatives are vital and important factors, It is the desire of the Company and the Union to provide a quick, efficient, fair and reasonable method of adjusting and settling grievances. grievance shall be considered where the circumstances giving rise to it occurred or originated more than ten working days before the filing of the grievance. an employee has a grievance concerning the interpretation, application, administration, or alleged violation of this Agreement, the following procedures shall apply: Step 1 The aggrieved employee shall present his grievance orally or in writing to his ▇▇▇▇▇▇▇. He shall have the assistance of his ▇▇▇▇▇▇▇ if he so desires. The ▇▇▇▇▇▇▇ shall give his decision orally to an oral grievance and in writing to a written grievance within two working days following the presentation of the grievance to him. If a satisfactory settlement is not reached, then the grievance may be presented as follows: step 2 Within three working days after the decision is given at Step the grievance may be reduced to writing on a form supplied by the Union and approved by the Company and presented to the Plant Manager or his designated representative. A meeting will then be held within working days between the Grievance Committee, the Plant Manager or his designate, the ▇▇▇▇▇▇▇ or foremen involved, and the if requested by either party. A decision will be rendered in writing by the Company within three working days following this meeting. If a satisfactory settlement has not been reached, then within five working days after the decision is given under Step 2 the grievance may be submitted in writing to the Vice President of Manufacturing or his designated representative. A meeting will then be held between the Vice President or his designated representative, the Grievance Committee, and a staff representative of the Union within five working days from the date the grievance is submitted under Step The meeting will not be delayed if the Staff Rep. is not available within the five day period mentioned unless there is agreement between the Union and Management for such a delay. The decision of the Vice President or his designated representative shall delivered in writing within working days following the date of such meeting. The Company will prepare typed minutes of Step 2 meetings, which will be initialed by both parties. It is understood that such minutes shall be without prejudice to either party. It is understood that the Company may grieve against the Union and, where the Union is itself the injured party or where the Union is seeking an interpretation or declaration only, the Union may grieve on its own behalf against the Company. Such grievances shall be limited to complaints concerning the interpretation, application, administration or alleged violation of this Agreement and must be submitted in writing as provided by Article Step 3 within ten working days of the circumstances giving rise to the grievance. Failing settlement of any grievance at Step either the Company or the International Union may, upon notice by registered mail to the other party, but not later than thirty calendar days after the grievance meeting, refer the grievance to final and binding arbitration. If at step of the grievance or arbitration procedure, a grievance is not initiated or further processed in keeping with the specified time limits, it shall be deemed to have been abandoned. An International Representative shall be permitted to enter the to investigate any grievance or handle other official Union business, at times mutually agreed with the Company.

Quits. Is discharged for cause Does not return to work within five working days after being recalled without a reasonable excuse. The employee shall be responsible to advise the Company of his intentions within this five day period. Employees who are ill at the time of recall will not lose their seniority. Such employees must present satisfactory proof of illness. Has been on inactive status for twenty-four months. Is absent three continuous days without notifying the Company unless he has a good and sufficient reason for being unable to notify the Company. Retires Fails to report for work at the termination of a Leave of Absence unless he produces a good and sufficient cause for failing to report. Accepts severance allowance after consultation with Union. The Management will prepare accurate seniority lists at the end of each calendar quarter. These seniority lists will be posted on the appropriate plant bulletin boards. Employees’ names will appear on the seniority lists in order of their seniority date. Questions regarding the accuracy of the Seniority List must be submitted within thirty calendar days following the posting of the questioned item, otherwise it will be taken to be correct. Where two or more employees have the same seniority date, the employee first accepted for employment shall have the higher ranking on the seniority list. The Company will post on the bulletin board provided for that purpose, notices of any vacant job within a department which it intends to fill on a permanent basis. Such notices will contain the job title, rate of pay, and the duties of the job. All eligible employees in the Plant shah shall be given seven working days to apply in writing, to the Human Resources Department for the job vacancy. Promotions shah shall be according to seniority, ability and experience, together with the employee’s record for satisfactory service over the previous twelve months. The Company may require a test in order to determine whether or not the applicant has the ability to perform the work required. The Company’s decision regarding the applicant’s applicants qualifications and the ability to do the job shall be final unless the Union through the grievance procedure, proves the Company has violated the terms of these rules in the tilling filling of the vacancy. If none of the applicants qualify, the Company shall fill the job from any source. The Company may assign any employee to fill an open job on a temporary basis until suitable arrangements can be made to fill the job permanently. Such temporary basis shall not exceed thirty working days. The President of the Union shall receive a copy of the notice posted at the time of posting, and shall be notified of those employees who have bid for the job vacancy. As soon as the Company has decided which applicant has been selected for the job vacancy, the President of the Union shall be notified as to the Company’s decision. An employee may bid on an equal or lower rated job class only by mutual agreement of the Company and the Union. Any posting which is not filled after thirty sixty working days shall be Note: Company job posting notice form will be amended to include the instruction that all applicants who had previously applied for an expired posting should reapply if still interested in the position. Temporary Transfer If a member of the bargaining unit is transferred or requests a transfer to a non-bargaining unit position within the Company, he will retain his seniority within the bargaining unit and be credited for all service with the Company for the purposes of this Collective Agreement, including the time spent outside of the bargaining unit, unless the transfer is longer than six months, . Any employee who avails himself of this provision will be allowed to do so once during his service with the Company. An employee or employees promoted or transferred to another job or laid off as a result of an employee being returned to the bargaining unit shall have no recourse to the grievance or arbitration provisions of this Agreement regarding such transfer, demotion or layoff. Super Seniority In the event of a layoff and so long as there is work available which they are able and qualified to perform, notwithstanding their position on the seniority list, the following Union officials shall, during their term of office, be retained by the Company: Union President, Vice President, Recording Secretary, Financial Secretary, Treasurer, Chairman of the Grievance Committee and the elected Grievance Committee. is recognised that in any grievance procedure, the sound discretion and good judgment of the aggrieved employee, the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇, the Grievance Committee and the Management Representatives are vital and important factors, It is the desire of the Company and the Union to provide a quick, efficient, fair and reasonable method of adjusting and settling grievances. grievance shall be considered where the circumstances giving rise to it occurred or originated more than ten working days before the filing of the grievance. an employee has a grievance concerning the interpretation, application, administration, or alleged violation of this Agreement, the following procedures shall apply: Step 1 The aggrieved employee shall present his grievance orally or in writing to his ▇▇▇▇▇▇▇. He shall have the assistance of his ▇▇▇▇▇▇▇ if he so desires. The ▇▇▇▇▇▇▇ shall give his decision orally to an oral grievance and in writing to a written grievance within two working days following the presentation of the grievance to him. If a satisfactory settlement is not reached, then the grievance may be presented as follows: step 2 Within three working days after the decision is given at Step the grievance may be reduced to writing on a form supplied by the Union and approved by the Company and presented to the Plant Manager or his designated representative. A meeting will then be held within working days between the Grievance Committee, the Plant Manager or his designate, the ▇▇▇▇▇▇▇ or foremen involved, and the if requested by either party. A decision will be rendered in writing by the Company within three working days following this meeting. If a satisfactory settlement has not been reached, then within five working days after the decision is given under Step 2 the grievance may be submitted in writing to the Vice President of Manufacturing or his designated representative. A meeting will then be held between the Vice President or his designated representative, the Grievance Committee, and a staff representative of the Union within five working days from the date the grievance is submitted under Step The meeting will not be delayed if the Staff Rep. is not available within the five day period mentioned unless there is agreement between the Union and Management for such a delay. The decision of the Vice President or his designated representative shall delivered in writing within working days following the date of such meeting. The Company will prepare typed minutes of Step 2 meetings, which will be initialed by both parties. It is understood that such minutes shall be without prejudice to either party. It is understood that the Company may grieve against the Union and, where the Union is itself the injured party or where the Union is seeking an interpretation or declaration only, the Union may grieve on its own behalf against the Company. Such grievances shall be limited to complaints concerning the interpretation, application, administration or alleged violation of this Agreement and must be submitted in writing as provided by Article Step 3 within ten working days of the circumstances giving rise to the grievance. Failing settlement of any grievance at Step either the Company or the International Union may, upon notice by registered mail to the other party, but not later than thirty calendar days after the grievance meeting, refer the grievance to final and binding arbitration. If at step of the grievance or arbitration procedure, a grievance is not initiated or further processed in keeping with the specified time limits, it shall be deemed to have been abandoned. An International Representative shall be permitted to enter the to investigate any grievance or handle other official Union business, at times mutually agreed with the Company.

Quits. Is discharged for cause Does not return to work within five working days after being recalled without a reasonable excuse. The employee shall be responsible to advise the Company of his intentions within this five day period. Employees who are ill at the time of recall will not lose their seniority. Such employees must present satisfactory proof of illness. Has been on inactive status for twenty-four months. Is absent three continuous days without notifying the Company unless he has a good and sufficient reason for being unable to notify the Company. Retires Fails to report for work at the termination of a Leave of Absence unless he produces a good and sufficient cause for failing to report. Accepts severance allowance after consultation with Union. The Management will prepare accurate seniority lists at the end of each calendar quarter. These seniority lists will be posted on the appropriate plant bulletin boards. Employees’ names will appear on the seniority lists in order of their seniority date. Questions regarding the accuracy of the Seniority List must be submitted within thirty calendar days following the posting of the questioned item, otherwise it will be taken to be correct. Where two or more employees have the same seniority date, the employee first accepted for employment shall have the higher ranking on the seniority list. The Company will post on the bulletin board provided for that purpose, notices of any vacant job within a department which it intends to fill on a permanent basis. Such notices will contain the job title, rate of pay, and the duties of the job. All eligible employees in the Plant shah shall be given seven working days to apply in writing, to the Human Resources Department for the job vacancy. Promotions shah be according to seniority, ability and experience, together with the employee’s record for satisfactory service over the previous twelve months. The Company may require a test in order to determine whether or not the applicant has the ability to perform the work required. The Company’s decision regarding the applicant’s qualifications and the ability to do the job shall be final unless the Union through the grievance procedure, proves the Company has violated the terms of these rules in the tilling filling of the vacancy. If none of the applicants qualify, the Company shall fill the job from any source. The Company may assign any employee to fill an open job on a temporary basis until suitable arrangements can be made to fill the job permanently. Such temporary basis shall not exceed thirty working days. The President of the Union shall receive a copy of the notice posted at the time of posting, and shall be notified of those employees who have bid for the job vacancy. As soon as the Company has decided which applicant has been selected for the job vacancy, the President of the Union shall be notified as to the Company’s decision. An employee may bid on an equal or lower rated job class only by mutual agreement of the Company and the Union. Any posting which is not filled after thirty working days shall be Note: Company job posting notice form will be amended to include the instruction that all applicants who , had previously applied for an expired posting should reapply if still interested in the position. If a member of the bargaining unit is transferred or requests a transfer to a non-bargaining unit position within the Company, he will retain his seniority within the bargaining unit and be credited for all service with the Company for the purposes of this Collective Agreement, including the time spent outside of the bargaining unit, unless the transfer is longer than six months, Any employee who avails himself of this provision will be allowed to do so once during his service with the Company. In the event of a layoff and so long as there is work available which they are able and qualified to perform, notwithstanding their position on the seniority list, the following Union officials shall, during their term of be retained by the Company: Union President, Vice President, Recording Secretary, Financial Secretary, Treasurer, Chairman of the Grievance Committee and the elected Grievance Committee. is recognised that in any grievance procedure, the sound discretion and good judgment of the aggrieved employee, the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇, the Grievance Committee and the Management Representatives are vital and important factors, It is the desire of the Company and the Union to provide a quick, efficient, fair and reasonable method of adjusting and settling grievances. grievance shall be considered where the circumstances giving rise to it occurred or originated more than ten working days before the filing of the grievance. an employee has a grievance concerning the interpretation, application, administration, or alleged violation of this Agreement, the following procedures shall apply: Step 1 The aggrieved employee shall present his grievance orally or in writing to his ▇▇▇▇▇▇▇. He shall have the assistance of his ▇▇▇▇▇▇▇ if he so desires. The ▇▇▇▇▇▇▇ shall give his decision orally to an oral grievance and in writing to a written grievance within two working days following the presentation of the grievance to him. If a satisfactory settlement is not reached, then the grievance may be presented as follows: step 2 Within three working days after the decision is given at Step the grievance may be reduced to writing on a form supplied by the Union and approved by the Company and presented to the Plant Manager or his designated representative. A meeting will then be held within working days between the Grievance Committee, the Plant Manager or his designate, the ▇▇▇▇▇▇▇ or foremen involved, and the if requested by either party. A decision will be rendered in writing by the Company within three working days following this meeting. If a satisfactory settlement has not been reached, then within five working days after the decision is given under Step 2 the grievance may be submitted in writing to the Vice President of Manufacturing or his designated representative. A meeting will then be held between the Vice President or his designated representative, the Grievance Committee, and a staff representative of the Union within five working days from the date the grievance is submitted under Step The meeting will not be delayed if the Staff Rep. is not available within the five day period mentioned unless there is agreement between the Union and Management for such a delay. The decision of the Vice President or his designated representative shall delivered in writing within working days following the date of such meeting. The Company will prepare typed minutes of Step 2 meetings, which will be initialed by both parties. It is understood that such minutes shall be without prejudice to either party. It is understood that the Company may grieve against the Union and, where the Union is itself the injured party or where the Union is seeking an interpretation or declaration only, the Union may grieve on its own behalf against the Company. Such grievances shall be limited to complaints concerning the interpretation, application, administration or alleged violation of this Agreement and must be submitted in writing as provided by Article Step 3 within ten working days of the circumstances giving rise to the grievance. Failing settlement of any grievance at Step either the Company or the International Union may, upon notice by registered mail to the other party, but not later than thirty calendar days after the grievance meeting, refer the grievance to final and binding arbitration. If at step of the grievance or arbitration procedure, a grievance is not initiated or further processed in keeping with the specified time limits, it shall be deemed to have been abandoned. An International Representative shall be permitted to enter the to investigate any grievance or handle other official Union business, at times mutually agreed with the Company.