AND DISCIPLINE. A claim by an employee, who has attained seniority, of discharge without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Superintendent of or designate at Step of the grievance procedure within seven (7) working days after the employee ceases working for the Employer. Such special grievances may be settled by:
AND DISCIPLINE. The Employer agrees that, during the term of this Agreement, it will not discharge any employee who is on the Seniority List except for such conduct on the part of such employee as shall be just and sufficient cause for such discharge. It is understood and agreed, without limiting the Employer's rights to discharge employees, that absence from employment by any employee save and except for sickness, accident, unavoidable circumstances or with leave of the Employer,
AND DISCIPLINE. The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and cause. Prior to suspending or discharging an Employee, the Employer shall examine several factors such as the seriousness of the offence, the Employee's length of service, and other relevant mitigating factors. When an Employee is to be suspended or discharged from duty, the Employer shall notify the Employee and the Union in writing of the reasons for such suspension or discharge. When an Employee is required to attend a meeting where a disciplinary decision concerning the Employee is to be taken by the Employer or a representative of the Employer, the Employee is entitled to request and to have a representative of the Union attend the meeting. The meeting should be scheduled to enable a Union Representative to attend. When an Employee is suspended without pay for a period of more than thirty or is discharged, a grievance may be initiated by the Employee and/or Union at the Third Level as per the Grievance procedure set out in Article within the time limits specified. ARTICLE
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 all relevant mitigating factors. When an Employee is to be suspended from duty, the Employer shall notify the Employee in writing of the reasons for such suspension within twenty-four (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. In the event of a suspension with or without pay or termination, the following procedures shall be followed;
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 representa- tive of the Alliance that such suspension has occurred. Effective April ti-33.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him, advise him that he is being terminated for any reason, or discuss conduct for which the Employer is considering discipline or termination, the employee is entitled to have, at his 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 f i l e 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 f i l e 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
AND DISCIPLINE. The Board agrees to notify the Union in accordance with Article and the employee, in all cases of discipline or discharge as soon as possible giving the name of the employee concerned and the reason for the discipline or discharge. Such notification will be in writing. discipline shall be a warning in writing that the conduct, habits or other circumstances surrounding the employee are of a continuing or repetitively unsatisfactory nature. Such written warning shall follow a verbal warning only where in the judgement of the Board there has not been sufficient improvement over the period of a month to be specified in the verbal warning. A claim by an employee that he has been unjustly disciplined or discharged shall be treated as a grievance if a written statement of such grievance i s lodged by the employee with the Superintendent of Business or his re- presentative within three (3) working days after the discipline or discharge, or within three (3) working days after the Union has been notified, whichever i s the later. In this Article, days shall exclude Saturdays, Sundays and paid holidays.
AND DISCIPLINE. In the event of an employee being discharged from employment or disciplined, without just cause, the case may be taken up as a grievance. Such grievance shall commence at Step by the aggrieved employee and Xxxxxxx shall present to the Production Manager in writing a statement of the grievance signed by the employee and the grievance will then be dealt with by the usual Grievance and Arbitration Procedure. Such grievance must be commenced within five
AND DISCIPLINE. 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 formai disciplining of that employee, that meeting must be immediately terminated. When an employee is required to attend a meeting, the purpose of which is to conduct an investigation, or to render a formai disciplinary decision, that employee, the employee shall, where practicable, receive a minimum of twenty-four (24) hours written notice, including reasons, for such a meeting. The employee is entitled to have, at their request, a representative of attend this meeting. The shall be advised of their right to have a union representative present at any formal disciplinary meeting or at any meeting held with to investigate alleged misconduct of the No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the Authority undertakes to notify the employee, in writing of the reason for such suspension or discharge. The Authority will give such notification at the time of the suspension or discharge. If the Authority does not give the written reason for such suspension or discharge, the employee shall be deemed to be suspended with pay until the written notice is delivered to the employee or, when the employee is unavailable, delivered to the Local President. The Authority agrees not to introduce into evidence in a hearing relating to disciplinary action any document from the file of an employee, a copy of which the employee was not provided with at or before the time of placement in the employee's personnel file or within a reasonable time thereafter. If an employee files a grievance against a written reprimand, suspension, or discharge in accordance with Article the Authority may, in its discretion (exercised in accordance with Article 3) postpone the imposition of the disciplinary action the grievance is resolved. The Authority recognizes the principles of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: Informal: Oral reprimand
AND DISCIPLINE. A. 1. Discipline of an employee shall be imposed only for just cause as in Civil Service Rules and Regulations. The Union shall be notified within one (1) working day following any demotion, suspension or discharge by the employer in writing. The Employer will not discipline employees in the presence of other employees or members of the public at large. If the severity of the action or infraction requires immediate action by the Employer, such action as the Employer may take will not be done in a manner which will embarrass the employee.
AND DISCIPLINE. 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 required to attend a meeting, the purpose of which is to conduct an investigation or render a disciplinary decision concerning 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 for 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. Where disciplinary action has been taken, the employee and the Local shall be notified in writing of the disciplinary action and the circumstances which made the action necessary. 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 Alliance that such suspension has occurred. 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 one (1) year has elapsed since the disciplinary action related to the matter referred to in this document or written statement was taken, provided that no further disciplinary action has been recorded during this period. ARTICLE
