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. 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. 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. 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. The Employer shall notify the local representative of the 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 him or her, the employee is entitled to have, at his or her 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 agrees not to 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, provided that no further disciplinary action has been recorded during this period. ARTICLE
SUSPENSION AND DISCIPLINE. No employee will be disciplined without just and sufficient cause. When an employee is suspended or discharged from duty, the Airport Authority undertakes to notify the employee in writing of the reason for suspension or discharge. The Airport Authority shall endeavour to give such notification at the time of suspension or discharge. If the employee does receive the written reason for suspension or discharge, the employee shall be deemed to be suspended with pay until the written notice is received. The Airport Authority shall notify the local President or designate that such an action has occurred at the time of the suspension or discharge. When an employee is required to attend a meeting, the purpose of which is to conduct an investigation which could result in a disciplinary action or render a disciplinary decision, concerning that employee, the employee is entitled to have, at their request, a representative of the attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four (24) hours notice of such a meeting, and the written reasons for such a meeting. In order of severity, and as determined by management dependent on both the action to be disciplined and the provisions of the collective agreement, the types of disciplinary action shall be: Oral reprimand; Written reprimand; Suspension; Dismissal. In cases of written reprimand, suspension or dismissal the Airport Authority shall provide the Local President with a written record of any disciplinary action taken against the employee including the for the disciplinary action. At the employee’s request a copy of the related written report shall be forwarded under confidential cover to the Local President Where it appears during any meeting with an employee that the nature of such meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be immediately terminated. Discipline, when imposed, shall be imposed in a timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee’s file. Where the employee has not been made aware of such a report within fourteen (14) days of the conclusion of the investigation and the completion of the report, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee’s file. Any document or written stat...
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. 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 examine several factors such as the seriousness of the offence, the employees length of service, and other relevant mitigating factors. When employees are to be suspended from duty, the Employer shall notify the employee in writing of the reasons for such suspension within (24) hours of the suspension in sufficient detail that the employee may defend against it. The Employer shall notify the local representative of the Union that such suspension has occurred or is to occur. When employees are required to attend a meeting where a disciplinary decision concerning them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have, at their request, a representative of the Union attend the meeting. ARTICLE
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:
