Discipline and Grievance Procedure. 24.1 Employees will not be disciplined for or discharged for major offenses without a fair and impartial hearing.
Discipline and Grievance Procedure. 25.01 In the event a member is the subject of an allegation which may result in a warning, discipline, suspension or dismissal, the following procedure shall apply:
Discipline and Grievance Procedure. 24.1 An employee, who has completed his probationary period will not be disciplined or discharged without a fair and impartial investigation.
Discipline and Grievance Procedure. 24.1 Discipline will be administered under the merit and demerit system. Merit marks issued will reduce proportionately the number of demerit marks in an employee's record at the time of issuance.
Discipline and Grievance Procedure. 24.1(a) Discipline will be administered under the merit and demerit system.
Discipline and Grievance Procedure. Employees will not be disciplined for or discharged for major offenses without a fair and impartial hearing. Investigations in connection with alleged irregularities will be held as quickly as possible. Employees may be held out of service for investigation (not exceeding three working days). Except as provided under Article "Corrective Behaviour Informal Investigation", when a formal investigation to be held, the employee and the designated Union representative will be given at least (48) hours notice of the investigation and will be notified of the time, place, and subject matter of such investigation. (A copy of the notice for an investigation will be given to the local chairperson.) This shall not mean that the proper officer of the Company, who may be on the premises when the cause for investigation occurs, shall be prevented from holding an immediate investigation. Employees may only, if they desire, have the assistance at the investigation of one or two co-workers, which could include their local chairperson or authorized committee members of the union who are employees of the Company. At the beginning of the hearing, the employee (and the authorized representative if present) will be provided with a copy of all the written evidence that is to be introduced. The employee and the authorized representative will be given an opportunity through the presiding to ask relevant questions of the witnesses present at the hearing. The questions and answers will be recorded and the employee and the authorized representative will be furnished with a copy of statements and all evidence presented. The decision will be rendered within calendar days from the date the statement taken from the employee being investigated. Employees will not be held out of service pending the rendering of a decision, except in the case of a dismissible offense. Corrective Behaviour Process This process is designed to help employees modify behaviour which may not be considered appropriate in the workplace. These are minor incidents and it is preferred that the behaviour is modified before the situation worsens. Articles or will be applicable to employees subject to discipline or discharge for a major offense. Before an informal discussion takes place, related to discipline, the employee will be offered union representation for the informal process. Minor incidents may be handled without the necessity of a formal investigation. Minor incidents are defined as those for which no more than ...
Discipline and Grievance Procedure. All disciplinary action under this Article shall be subject to the grievance procedure contained in this Master Contract.
Discipline and Grievance Procedure. Employees may only be disciplined for just cause. Disciplinary action may consist of: Informal, Verbal Warning, Written Warning, Suspension from duty without pay or Dismissal. The level of discipline imposed by the Library shall depend upon the severity of the offense involved. Except where, in the Library’s discretion, the violation warrants suspension or termination for a first offense, the Library will follow a system of progressive discipline.
Discipline and Grievance Procedure. (a) Discipline will be administered under the merit and demerit system. When a discipline assessment will be only a reprimand, warning or caution, or the like, a "hearing" or "investigation" is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union representative, shall not be in attendance. This provision will not operate to extend the one year period for the clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. Employees will not be held out of service for minor offences. Minor offences are defined as offences not involving suspension or dismissal. Reports submitted by employees will be used for the assistance of company in determining and evaluating the facts of a particular situation. Employees required to submit a written report will be advised of the reasons for the request and they will be allowed up to hours to submit such report. A response from the appropriate company officer indicating whether such report will result in the of discipline shall be given in writing as quickly as possible but in any event not later than twelve calendar days following receipt of the report. Employees charged with having committed a major offence will be granted a fair and impartial hearing by the proper officer of the company. Employees,' other than probationary employees, will not be suspended or discharged without .a hearing. Hearings in connection with major offences will be held as quickly as possible. The purpose of such hearings shall be to establish and determine the actual facts upon which action may be taken as considered necessary by the company.
Discipline and Grievance Procedure. A dispute, grievance or misunderstanding (hereinafter call “grievance”)involving occupational classification, wages, hours or other conditions, which any employee or group of employees may desire to discuss and adjust with the Company shall be handled as outlined below. STEP An employee, or group of employees having a grievance, shall first take the matter up with foreperson verbally, whether directly or through committeeperson or xxxxxxx within five (5)days from the time such grievance arose or became apparent. The foreperson shall respond to a verbal presentation by the employee or Committeepersonwithin two (2)days of the presentation. If the matter cannot be resolved in discussion with the foreperson, the grievance may then be submitted to the foreperson in writing by the committeeperson within three (3)days following the foreperson’sverbal disposition. The foreperson must then reply in writing within the following three (3)days. STEP If the foreperson’s written reply does not settle the matter to the satisfaction of the Union, the grievance may then be appealed by the Committeepersonwithin three (3)days following receipt of the foreperson’swritten reply, to the Superintendent of the department involved. A meeting between the committeeperson and the Superintendent shall take place within three (3)days following the receipt of the appeal to the Superintendent in an attempt to resolve the grievance. If the grievance is not resolved at the meeting with the Superintendent and the Committeeperson, the Superintendent shall give written decision of the grievance to the Committeeperson within three (3)days following the meeting. STEP If the Superintendent’s written reply does not settle the matter to the satisfaction of the Union, the grievance may then be appealed by the Plant Chairperson to the Human Resources Manager within three (3) days following the receipt of the Superintendent’s written reply. A meeting shall be scheduled with the Human Resources Manager and Mine Manager for the Company and the Chairperson along with the full Union Plant Committee within three (3)calendar weeks following the appeal of the Superintendent’s reply. Other grievances appealed to the Human Resources Manager during the interim period between the first grievance which established the requirement for a meeting at Step of the grievance procedure and up to hours before the commencement of the Step meeting, may be included on the agenda for discussion at such meeting. The Chairpers...
