DISCHARGE AND SUSPENSION CASES. 12.01 A claim by an employee who has completed the probationary period that he/she has been unjustly discharged or suspended from his/her employment will be treated as a special grievance commencing at Step 3 of the Grievance Procedure, provided such claim is filed with the Employer within six (6) days after the discharge or suspension occurs. The Parties expressly agree that notwithstanding the amendments to the provisions of the Ontario Labour Relations Act, the termination of employment of a probationary employee shall not be subject to the provisions of the grievance and arbitration provisions of this Agreement except in the event of a claim by a probationary employee under Article 2.01.
DISCHARGE AND SUSPENSION CASES. 13.01 In the event of an employee who has attained seniority being discharged or suspended from employment, and the employee feeling that an injustice has been done, the case may be taken up as a grievance.
DISCHARGE AND SUSPENSION CASES. 9.01 An employee who is suspended for three (3) days or less shall be given the reason(s) for such suspension verbally, at that time, and promptly thereafter in writing with a copy to the Union. A grievance of a suspension will commence at Step I.
DISCHARGE AND SUSPENSION CASES. 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance.
DISCHARGE AND SUSPENSION CASES. 11.01 A claim by an employee who has successfully completed the probationary period that he/she has been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Executive Director at Step No. 2 of the grievance procedure within ten (10) working days after the former employee ceases working for the Employer and, for the purposes of this Article, Step No. 1 shall be waived. Such special grievance may be settled by mutual agreement at any time, including after the release of the arbitration award, by:
DISCHARGE AND SUSPENSION CASES. 24.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual.
DISCHARGE AND SUSPENSION CASES. 17.01 A claim by an employee or the Union that he/she has been unjustly discharged or suspended from his her employment shall be treated as a grievance if a written statement of such grievance is lodged with the Company within five (5) working days after the employee is informed of the discharge or suspension.
DISCHARGE AND SUSPENSION CASES. 9.1 In the event an employee under the jurisdiction of the Union shall be suspended from work for disciplinary reasons or is discharged from his/her employment after the date hereof and he/she believes he/she has been unjustly suspended or discharged, such suspension or discharge shall constitute a case arising under the grievance procedure, provided a written grievance with respect thereto is presented to the head of the department in which the employee was working within seven
DISCHARGE AND SUSPENSION CASES. 9.01 A claim by an employee who has completed her probationary period that she has been unjustly suspended or discharged from her employment will be treated as a special grievance, commencing at Step 2 of the grievance procedure, provided the discharged person submits her written grievance, dated and signed within ten (10) calendar days after the discharge occurs.
DISCHARGE AND SUSPENSION CASES. An employee who is discharged or suspended shall be given a reasonable opportunity to interview his/her xxxxxxx. An employee suspended for more than three working days may file a grievance at Step 2 of the Grievance Procedure within three working days of the suspension. An employee suspended for three working days or less may file a grievance at Step 1 of the Grievance Procedure within three working days of the suspension.
