Administration of Discipline. At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.
Administration of Discipline. 29.01 A Union Representative will be present during all warnings regarding disciplinary actions. When an employee is called to an interview by a member of management, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised that he/she will have union representation present.
Administration of Discipline. 1. When an employee is called to an interview by a member of supervision, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised of entitlement to Union Representation be- fore the interview. The interview will not proceed without a Committee person present, should the employee elect rep- resentation.
Administration of Discipline. The parties recognize that discipline, including dismissal, can be a traumatic experience for employees, and accordingly, justice must be done in a manner that is consistent with dignity. The employee may be subject to an initial fact finding interview and will be given an opportunity to present any pertinent information. The employee may be relieved from duty (with or without pay) or reassigned, as circumstances warrant. Where an employee’s general record or, general performance is not satisfactory to the employee’s Supervisor, the details of the case and the proposed discipline will be reviewed with the appropriate Union representative in advance of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to the pertinent facts which relate to the employee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed and the basis of the discipline rendered. The basis of the discipline rendered shall be the facts of the case and not unsubstantiated personal opinion. Employees shall be entitled, if they request to have a Union Representative with them whenever such employees are required to report for discipline. If such a request is made, and a union representative is not immediately available, the discipline interview will be delayed for a reasonable time. The Commission will not be liable for any wages lost as a result of the delay. When a disciplinary report on any member of Local 113 has been recorded in writing, one copy will be placed in the employee’s file, one copy to the employee and one copy forwarded to the Union Office. Employees will be given an opportunity to add their comments and to sign Employee Progress Review forms. A copy of completed forms will be provided to employees. Previous offenses unless the employee was informed of them shall not be considered when rendering discipline and where such information has been given such previous offences shall not be taken into consideration except so far as they relate to the offense under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered beyond the previous two years. All disciplinary records for any years prior to the preceding five years shall be destroyed. The Commission agrees that when employees are required to report for discipline, their case shall be dec...
Administration of Discipline. 17.01 No seniority employee will be disciplined, suspended or discharged without just cause.
Administration of Discipline. 10.01 When an employee is called to an interview by a member of the staff of the Personnel Department or other company representative for the purpose of investigating alleged misconduct, which may result in suspension or discharge of an employee, the Plant Chairperson or a committee person shall be present.
Administration of Discipline. When a team member is called to a disciplinary interview by a member of supervision, the team member will be so informed before the interview and will be advised of entitlement to Union representation during the interview. Should a team member elect Union representation, the interview will not proceed until the Union representative is present. At the time a team member is called to a disciplinary interview, the member of supervision will identify the specific nature of the concern to the team member. No disciplinary action shall remain against a team member’s record for a period longer than twelve (12) months.
Administration of Discipline. 14.01 When an employee is removed from his/her work to the desk or office of a supervisor or general superintendent or is called to an interview by a member of the staff of the human resources office for the purpose of investigating alleged misconduct which may result in suspension or discharge of such employee, he/she shall be notified that, at such interview, if he/she desires:
Administration of Discipline. 13.01 Where an employee is subject to a suspension or discharge penalty, he or she shall be entitled upon his or her request to have a Xxxxxxx or Union Committee person present when the disciplinary action is taken. It is the Employer’s responsibility to inform the employee of his or her right to request such representation.
Administration of Discipline. 31.01 When an employee is called to an interview by a member of supervision, and the subject of the interview is discipline, the employee will be so informed before the interview and will be advised of entitlement to Union Representation before the interview. The interview will not proceed without a Committee person present, should the employee elect representation.
