SUSPENSION AND DISCIPLINE. 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.
SUSPENSION AND DISCIPLINE. 33.01 The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall consider several factors such as the seriousness of the offence, the Employee's length of service and other relevant mitigating factors.
SUSPENSION AND DISCIPLINE. 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature.
SUSPENSION AND DISCIPLINE. 12.1 Where it appears during any meeting with an employee that the nature of such a meeting must change to an investigation, which could result in the formal disciplining of that employee, that meeting must be immediately terminated.
SUSPENSION AND DISCIPLINE. 31.01 When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension.
SUSPENSION AND DISCIPLINE. No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer will give such notification at the time of suspension. The Employer shall notify the local representative of the Alliance that such suspension has occurred. When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning the employee is entitled to have, at request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one day’s notice of such a meeting. The Employer shall not introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken.
SUSPENSION AND DISCIPLINE. 28.01 Prior to disciplining an employee for just cause by written reprimand, suspension or discharge, the Employer shall hold a hearing with the employee. In exceptional circumstances an employee may be suspended with pay until a decision is rendered in accordance with this article. When an employee is required to attend a meeting, the purpose of which is to conduct an investigation or render a disciplinary decision concerning him/her, the employee is entitled to have, at their request, a representative of the Alliance attend the meeting. The employee shall receive a minimum of twenty-four (24) hours written notice of, and the reason(s) for such a meeting.
SUSPENSION AND DISCIPLINE. 7.01 An employee who is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning her or to render a disciplinary decision concerning her, shall:
SUSPENSION AND DISCIPLINE. Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one working day from the date of notification to the employee. When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. When an employee is required to attend a meeting, the purpose of which is to demote or terminate for non-disciplinary reasons, is entitled to have, at request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concer...
SUSPENSION AND DISCIPLINE. .01 Where it appears during any meeting with an Employee, that the nature of such a meeting must change to an investigation which would likely result in the disciplining of that Employee, the Employer shall advise the Employee of his/her right to have a representative of the Union attend that meeting. If the Employee requests the presence of a Union representative, and no Union representative is available in person or by telephone, the meeting must be immediately terminated.
