SUSPENSION CASES Sample Clauses

SUSPENSION CASES. I 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. A claim by a nurse who has attained seniority and is covered by this Agreement, that she has discharged or suspended, without just cause, be treated a grievance, if a written statement of such grievance is lodged at Step No. of the Grievance Procedure within ten (10)days after the occurrence of such discharge or suspension. The Employer shall notify the nurse of her right to have an Association representative present at any meeting to be held with the Employer where a discussion of her discharge or suspension takes place. If the nurse is to be discharged or suspended, a copy of the letter of discharge or suspension shall be forwarded to the Association. The Employer agrees to provide written reasons within a reasonable period of time to the nurse in the case of a discharge or suspension. Such special grievances may be settled by confirming the Employer’s action in dismissing the employee, or by reinstating the employee with compensation for time lost, or by any other arrangement which just and equitable in the opinion of the conferring parties. Both parties to this Agreement agree that any dispute or grievance concerning the interpretation or alleged violation of this Agreement which has been properly carried through all the steps of the Grievance Procedure outlined in Article and which has not been settled, will be referred to a Board of Arbitration at the request in writing of either of the parties hereto. The Board of Arbitration will be composed of one person appointed by the Employer, one person appointed by the Association, and a third person to act as Chairperson chosen by the other members of the Board of Arbitration. Within five days of the request by either party for a Board of Arbitration each party shall notify the other of the name of its appointee. Should the recipient of the above request fail to appoint an appointee within the five days, the Minister of Labour of the Province of Ontario will be asked to make the appointment. Should the persons chosen by the Employer and the Association to act on the Board of Arbitration fail to agree on a third person seven days of the notification mentioned in Section the Minister of Labour of the Province of Ontario will be asked to appoint a person to act as Chairperson. The decision of a Board of Arbitra...
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SUSPENSION CASES. In the event an employee who has attained seniority is discharged or suspended as a disciplinary measure and the employee considers that an injustice has been done the matter may be taken up at Step of the Grievance Procedure. Where an employee's grievance against the discharge or suspension duly comes before an arbitration board, the board may make a ruling, confirming the Employer's action, or reinstating the employee with or without compensation for wages lost (except for the amount of any remuneration the employee has received elsewhere pending the disposition of the employee's case), or disposing of the grievance in any other manner which may be just and equitable. In the event that a period of twenty-four calendar months has elapsed since a derogatory notation was issued to an employee and no further derogatory notation or suspension has been placed upon such employee's personnel record during the months' period, such notation from the employee's personnel record. October JOB VACANCIES ALL JOB CLASSIFICATIONS EXCEPT ASSISTANTS AND HEALTH CARE ASSISTANTS
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SUSPENSION CASES. An employee who is discharged or suspended shall be given a reasonable opportunity to interview xxxxxxx before leaving Employer's premises, unless in the circumstances it is necessary to require the employee to leave the plant immediately. An employee who is discharged or suspended may file a grievance at Step of the Grievance Procedure within five (5) working days such discharge or suspension. Where a grievance which is filed under Article is not settled and duly comes before an Arbitrator, the Arbitrator may make a ruling, subject to this Article and Article IO:
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SUSPENSION CASES. If an employee with seniority believes that he has been unjustly suspended from his employment with the Company without reasonable or just cause, the matter may be taken up as a grievance and shall commence at the second step of the grievance procedure under Article 20.05 of this Agreement. The right to a grievance shall be deemed to be waived if no grievance has been presented to the Company within five (5) working days of the Company's disciplinary action, If the outcome of the grievance is in the employee's favour, the Company will compensate the employee for lost wages, benefits and seniority for the suspension period.
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SUSPENSION CASES. (a) The Employer not discharge or suspend an employee who has completed his or her probationary period without just cause. The Employer shall direct a letter to the employee concerned stating its reason for any discharge or suspension. Any claim of discharge may be submitted to the grievance and arbitration procedure within five days from the date of discharge and dealt with as herein provided. Step of the Grievance Procedure be omitted in such cases. Any newly hired employees covered by this Collective Agreement, shall be considered on probation and shall not have any seniority rights. A probationary employee may be terminated by the Employer should the Employer that the probationary employee failed to the requirements of position in a satisfactory manner. Such a determination by the Employer shall constitute just cause for the termination of a probationary employee. Whenever the Employer deems it necessary to give an employee a which is to become part of the employee's employment record, such warning shall be given to the employee in writing with a copy to the Union and be discussed with the employee personally and privately. However the employee shall have the right to request the assistance of a committee member of the Union. Warnings, disciplinary and suspension notices shall be removed from an employee's Ale providing the employee has been disciplinary free for a period of eighteen (18)months. There continue to be one (1) personal Ale for each employee maintained in the Human Resource Department of the Hospital. Any employee who wishes to review their personal may do so (with reasonable advance notice) at a time acceptable to the Hospital and the Employee. A representative of the Union may accompany the employee if she so desires. Whenever any employee requests access to their personal Ale, such inspection take place in the Human Resource Department in the presence of a representative of Human Resources.
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SUSPENSION CASES. The Employer shall not discharge any seniority employee without just cause. The Employer shall direct a letter to the employee concerned, stating its reasons for any discharge or suspension. A copy of the letter of discharge or suspension will be supplied to the Union at the same time. A claim of wrongful discharge must be submitted to the Grievance Procedure in accordance with Article and such filing will be deemed to be at Step of said Grievance Procedure and shall be dealt with as therein provided. Discipline Warnings Whenever the Employer deems it necessary to give an employee a warning which is to become part of that employee's employment record, such warning shall be given to the employee in writing and shall be discussed with the employee personally and privately. However, the employee shall be advised of the purpose of such a meeting in advance, and shall have the right to request the assistance of a committeeperson, or an officer or National Representative of the Union, and the meeting shall then not proceed until one of the foregoing persons is available to be present. The Employer will deliver a letter to an employee being disciplined, setting out the nature of the offence and the discipline being imposed within ten (10) days of the disciplinary meeting. A copy of such letter will be sent to the Union Chairperson at the same time as it is sent to the employee. Any letter of reprimand, suspension or other sanction will be removed from the record of an employee eighteen (18) months following the receipt of such letter, suspension or other sanction, provided that the employee's record has been discipline for that eighteen (18) month period.
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SUSPENSION CASES. An employee who is discharged or suspended shall be given a reasonable opportunity to interview his committeeperson or Plant Chairperson in a private area designated by the Employer before leaving the Em- ployer's premises, unless it is necessary, because of the circumstances giving rise to the suspension or dis- charge, to require the immediate expulsion of the em- ployee from the plant premises. An employee who has completed the probationary period and who is suspended or discharged may file a grievance at Step of the Grievance Procedure within five (5) working days after such discharge of suspen- sion. Where a grievance which is filed under Article is not settled and duly before an arbitrator, the arbitrator may make a ruling, subject to this Article and to Article 10:
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SUSPENSION CASES. In the event of an employee who has attained suspended or discharged from and the employee feeling that an injustice has been xxxx, the case may be taken up as a grievance. All such cases shall be taken up within five (5) days disposed of within seven (7) days (or such longer as may be mutually agreed upon) of the date the has been is notified of suspension or discharge, where a case is taken to arbitration. A claim by an who has attainedseniority,that suspended, or discharged from shall be treated as a grievance if a written statement such grievance is lodged with the Personnel Manager five (5) daysafterthe employee is notifiedof or discharge, or within five (5) days after the ceases to work for the employer, whichever is he earlier. All steps of the grievance procedure prior to No. may be omitted in such cases. Such special grievancesmay be settled by the Employer’s action in suspendingor dismissing employee, or by reinstating the employee with full con pensationfor time lost, or by any other arrangement isjust and equitable in the opinionof the conferring or the Board of Arbitration, as the case may be.
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Related to SUSPENSION CASES

  • 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.

  • Suspension Pending Investigation When, in the judgment of the President, the presence of a Faculty Member on University property presents a threat to the health or safety of the Faculty Member or anyone in the University community or represents a threat of substantial disruption or substantial interference with the normal and lawful activities of the University community, the President may suspend with pay the Faculty Member pending the disposition of the disciplinary process provided in this Agreement. The President may also direct that the Faculty Member be removed and barred from University property. Such suspensions shall not be invoked in an arbitrary or capricious manner, and shall end upon the conclusion of the Article 9 investigation or, if discipline is proposed, at the end of any subsequent grievance proceeding.

  • Suspension and Debarment Contractor certifies that it and its principals are not suspended or debarred from doing business with the state or federal government as listed on the State of Texas Debarred Vendor List maintained by the Texas Comptroller of Public Accounts and the System for Award Management (XXX) maintained by the General Services Administration. This certification is made pursuant to the regulations implementing Executive Order 12549 and Executive Order 12689, Debarment and Suspension, 2 C.F.R. Part 376, and any relevant regulations promulgated by the Department or Agency funding this project. This provision shall be included in its entirety in Contractor’s subcontracts, if any, if payment in whole or in part is from federal funds.

  • SUSPENSION & DEBARMENT Contractor represents and warrants that neither it nor its principals or affiliates presently are debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from participation in any governmental contract by any governmental department or agency within the United States.

  • Suspension or Debarment In addition to the representations and requirements set forth in Section D.4:

  • Dismissal or Suspension Grievances (a) In the case of a dispute arising from an employee’s dismissal, the grievance may be filed directly at Step 3, within thirty (30) days of the date on which the dismissal occurred, or within thirty (30) days of the employee receiving notice of dismissal.

  • Permit Suspension or Revocation The Service may suspend or revoke the permit for cause in accordance with the laws and regulations in force at the time of such suspension or revocation (50 CFR 13.28(a)). The Service may also, as a last resort, revoke the permit if continuation of permitted activities would likely result in jeopardy to covered species (50 CFR 17.22/32(d)(7)). The Service will revoke because of jeopardy concerns only after first implementing all practicable measures to remedy the situation.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 13 11.1 Procedure 13 11.2 Dismissal and Suspension 13 11.3 Burden of Proof 13 11.4 Right to Grieve Other Disciplinary Action 13 11.5 Personnel File 13 11.6 Right to Have Union Representative Present 14 11.7 Abandonment of Position 14 11.8 Probation 14 11.9 Employee Investigations 15 ARTICLE 12 - SENIORITY 15 12.1 Seniority Defined 15 12.2 Seniority List 16 12.3 Loss of Seniority 16 12.4 Re-Employment 17 12.5 Bridging of Service 17 12.6 Same Seniority 17 ARTICLE 13 - LAYOFF AND RECALL 17 13.1 Definition of a Layoff 17 13.2 Pre-Layoff Canvass 17 13.3 Layoff 18 13.4 Bumping 18 13.5 Recall 19 13.6 Advance Notice 19 13.7 Grievance on Layoffs and Recalls 19 13.8 Worksite Closure 19 ARTICLE 14 - HOURS OF WORK 20 14.1 Definitions 20 14.2 Hours of Work 20 14.3 Rest Periods 21 14.4 Meal Periods 22 14.5 Flextime 22 14.6 Staff Meetings 22 (ii) 14.7 Standby Provisions 22 14.8 Conversion of Hours 23 ARTICLE 15 - SHIFTS 23 15.1 Exchange of Shifts 23 15.2 Shortfall of Shifts 23 15.3 Short Changeover Premium 23 15.4 Split Shifts 23 15.5 Work Schedules 23 ARTICLE 16 - OVERTIME 24 16.1 Definitions 24 16.2 Overtime Entitlement 24 16.3 Recording of Overtime 24 16.4 Sharing of Overtime 24 16.5 Overtime Compensation 24 16.6 No Layoff to Compensate for Overtime 24 16.7 Right to Refuse Overtime 25 16.8 Callback Provisions 25 16.9 Rest Interval 25 16.10 Overtime for Part-Time Employees 25 16.11 Authorization and Application of Overtime 25 ARTICLE 17 - HOLIDAYS 26 17.1 Paid Holidays 26 17.2 Holiday Falling on Saturday or Sunday 26 17.3 Holiday Falling on a Day of Rest 26

  • Discharge/Suspension Grievance If an employee, who has completed his probationary period, claims that he has been unjustly discharged or suspended, such claim must be submitted by the employee, who may be accompanied by a Union xxxxxxx, or by a Committee member at Step 2 of the grievance procedure to the Hospital within five (5) days following the date the discharge or suspension is effective. Such grievance may be settled under the Grievance and Arbitration procedure by:

  • Extension After Suspension When a suspension occurs through no fault of PURCHASER, PURCHASER may request an extension of time for performance of this contract, for a period not to exceed the period of operations that were suspended. The request for extension must be in writing and:

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