Common use of SUSPENSION AND DISCIPLINE Clause in Contracts

SUSPENSION AND DISCIPLINE. A claim by an employee who has completed the probationary period that he/she has been suspended, demoted or discharged without just cause shall be treated as a grievance and shall be presented in writing to the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be settled by: confirming the Employer’s action in suspending, demoting or discharging the employee; or reinstating the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the opinion of the conferring parties. The record of disciplinary action against an employee as filed in his/her file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have the right to consult with a xxxxxxx and/or National representative and to have him/her present in any discussion with supervisory personnel relating to a proposed disciplinary action provided that no unreasonable delay is occasioned thereby. An employee whose job performance is considered unsatisfactory shall be notified in writing of the particulars of the complaint. Such employee shall be provided a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standard. The employee’s supervisor shall indicate such assistance as may be required to help the employee return to a satisfactory level of performance. In the event the employer interviews an employee with the view of investigating an incident, which could result in discipline or discharge, the employee shall have the option of having a shop xxxxxxx and/or executive member of the union present. An employee on twenty-four hours notice shall have the right to access the contents of his/her personnel file and to make copies of any documents contained therein. An employee may request that any documentation other than a disciplinary record considered to be negative in nature be removed from his/her file.

SUSPENSION AND DISCIPLINE. A claim by an employee who has completed the probationary period that he/she has been suspended, demoted or discharged without 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 treated as a grievance and shall progressive in nature. Prior to any discipline being imposed, the employee will be presented given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be settled by: confirming the Employer’s action in suspending, demoting or discharging employee and the employee; or reinstating ’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the opinion shall be advised of the conferring partiesright to have an Association representative attend as an advisor. The record of disciplinary action against an employee as filed in his/her file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there management representative also has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have the right to consult with have a xxxxxxx and/or National 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 have him/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 present in any discussion with supervisory personnel relating 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 a proposed disciplinary action provided that no unreasonable delay an additional day of extension where the Association representative is occasioned therebyunavailable. An The employee whose job performance is considered unsatisfactory and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the particulars of employee by the complaint. Such employee shall be provided Company within a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standardtime of that action having been taken. The employee’s supervisor shall indicate such assistance as may be When an employee is required to help attend a meeting, the employee return purpose of which is to demote or terminate for non-disciplinary reasons, is entitled to have, at request, a satisfactory level representative of performancethe Association attend the meeting. In the event the employer interviews an employee with the view of investigating an incident, which could result in discipline or dischargeWhere 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 concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. Any document or written statement to disciplinary action, which may have been placed on the option CANADA file of having a shop xxxxxxx and/or executive member an employee shall be removed and 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. The Employer shall inform the employee in writing of the union presentdestruction of any document or written statement related to disciplinary action, The CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. An employee on twenty-four hours notice shall have the right to access the contents of his/her personnel file and CANADA agrees to make copies available to each employee covered by this agreement the CANADA Code of Business Conduct and any documents contained thereinsubsequent amendments made thereto. An employee may request that Employees who, in good faith, raise a concern or report any documentation other than clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a disciplinary record considered to be negative in nature be removed from his/her fileresult of reporting the violation.

SUSPENSION AND DISCIPLINE. A claim by No employee will be disciplined without just and sufficient cause. When an employee who has completed the probationary period that he/she has been suspended, demoted is suspended or discharged without just cause shall be treated as a grievance and shall be presented in writing from duty, the Airport Authority undertakes to the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be settled by: confirming the Employer’s action in suspending, demoting or discharging the employee; or reinstating notify the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the opinion of the conferring parties. The record of disciplinary action against an employee as filed in his/her file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have the right to consult with a xxxxxxx and/or National representative and to have him/her present in any discussion with supervisory personnel relating to a proposed disciplinary action provided that no unreasonable delay is occasioned thereby. An employee whose job performance is considered unsatisfactory shall be notified in writing of the particulars of the complaint. Such employee shall be provided a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standardreason for suspension or discharge. The employee’s supervisor Airport Authority shall indicate endeavour to give such assistance as may be required to help notification at the time of suspension or discharge. If the employee return to a satisfactory level of performance. In does receive the event the employer interviews an employee with the view of investigating an incident, which could result in discipline written reason for suspension or discharge, the employee shall have be deemed to be suspended with pay until the option of having a shop xxxxxxx and/or executive member 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 union presentsuspension 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 twenty-four hours notice 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 have the right be introduced as evidence in a hearing relating to access the contents of his/her personnel file and to make copies of any documents contained thereindisciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee’s file. Any document or written statement related to disciplinary action, which may request that any documentation other than a disciplinary record considered to have been placed on the personnel file of an employee shall be negative in nature be removed from his/her file.destroyed after two

SUSPENSION AND DISCIPLINE. A claim by Where it appears during any meeting with an employee who has completed the probationary period that he/she has been suspended, demoted or discharged without just cause shall be treated as a grievance and shall be presented in writing to the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or discharge. Such special grievance may be settled by: confirming the Employer’s action in suspending, demoting or discharging the employee; or reinstating the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the opinion of the conferring parties. The record of disciplinary action against an employee as filed in his/her file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx nature of such a meeting must change to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have the right to consult with a xxxxxxx and/or National representative and to have him/her present in any discussion with supervisory personnel relating to a proposed disciplinary action provided that no unreasonable delay is occasioned thereby. An employee whose job performance is considered unsatisfactory shall be notified in writing of the particulars of the complaint. Such employee shall be provided a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standard. The employee’s supervisor shall indicate such assistance as may be required to help the employee return to a satisfactory level of performance. In the event the employer interviews an employee with the view of investigating an incidentinvestigation, which could result in the formal 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 formal disciplinary decision concerning that employee, the employee is entitled to have, at their request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of twenty-four (24) hours written notice (including reasons) of such a 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 cause. The timing of the imposition of such discipline shall be exercised in accordance with Article 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 have be deemed to be suspended with pay until the option 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 having an employee, a shop xxxxxxx and/or executive member 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 postpone the imposition of the union present. An employee on twenty-four hours notice shall have disciplinary action until the right to access grievance is resolved In order of severity, the contents types of his/her personnel file and to make copies of any documents contained therein. An employee may request that any documentation other than a disciplinary record considered disciplinaryaction to be negative considered in nature be removed from his/her file.a progressive manner shall be: Informal:

SUSPENSION AND DISCIPLINE. A claim by The Employer agrees that discipline should be progressive and corrective in nature and, depending upon the nature of the infraction, should normally commence with a verbal warning or counseling. The parties agree that the only forms of discipline that may be imposed upon an employee who has completed the probationary period that he/she has been suspendedare: verbal or counseling, demoted or discharged without just cause shall be treated as a grievance recorded reprimand, a written warning, a formal warning, unpaid and shall be presented in writing to the Director of Education or designate at Step 2 of the grievance procedure, within ten working days of the incident that caused the suspension, demotion or paid suspension and discharge. Such special grievance may be settled by: confirming the Employer’s action in suspendingWhere it appears during any meeting with an employee, demoting or discharging the employee; or reinstating the employee with full compensation for all lost wages and seniority; or any other arrangement including benefits which is just and equitable in the opinion of the conferring parties. The record of disciplinary action against an employee as filed in his/her file in the Human Resources Department, shall not be used against him/her in any subsequent proceeding providing there has been no recurrence of disciplinary action with respect to that employee for eighteen months. A Supervisor shall give an employee twenty-four hours advance notice of an interview concerning disciplinary action that may lead to suspension, demotion or discharge unless he/she is of danger to himself/herself or others in order that the employee may contact the Xxxxxxx nature of such a meeting must change to be present at the interview. Except in circumstances requiring the imposition of immediate discipline, an employee shall have the right to consult with a xxxxxxx and/or National representative and to have him/her present in any discussion with supervisory personnel relating to a proposed disciplinary action provided that no unreasonable delay is occasioned thereby. An employee whose job performance is considered unsatisfactory shall be notified in writing of the particulars of the complaint. Such employee shall be provided a reasonable period of time, not less than thirty working days, to improve his/her performance to a satisfactory standard. The employee’s supervisor shall indicate such assistance as may be required to help the employee return to a satisfactory level of performance. In the event the employer interviews an employee with the view of investigating an incident, investigation which could result in discipline or dischargethe disciplining of that employee, that employee must be informed of their rights to union representation and the implication of refusing. When an employee is required to attend a meeting, the purpose of which is to conduct an investigation and the probable outcome of which will result in disciplinary action, the employee is entitled to have, at request, a representative of the Union attend the meeting. Where practical, the employee shall have receive one (1) days notice of such a meeting. The employee will be advised the option reasons for such a meeting. When an employee is required to attend a meeting, the purpose of having which is to render a shop xxxxxxx and/or executive member disciplinary decision concerning the employee is entitled to have, at request, a representative of the union presentUnion attend the meeting. Where practical, the employee shall receive one (1) days notice of such a meeting. The employee will be advised the reasons for such a meeting. No employee will be disciplined without just and reasonable cause. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing, within one week, of the reason for such suspension. 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 twenty-four hours notice shall have the right to access the contents of his/her personnel file and to make copies of any documents contained thereinemployee’s file. An employee may request that shall receive a copy of any documentation other than a disciplinary record considered to be negative in nature be removed from his/her report or written reprimand placed on the employee’s file.