DISCHARGE CASES. 10.01 In the event of an Employee who has attained seniority being discharged from employment, and the Employee feeling that an injustice has been done, the case may be taken up as a grievance.
DISCHARGE CASES. If an employee believes that he has been unjustly discharged he may commence grievance procedure and it will be instituted at Step 2.
DISCHARGE CASES. A claim by an employee that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement of such grievance is lodged with the Management within three working days after the employee ceases to work for the Employer. ARTICLE TWELVE - ARBITRATION
DISCHARGE CASES. (a) A claim by a seniority employee that he has been discharged without proper cause shall be treated as a grievance and shall commence at Step 2 of Article 7.05 provided a written grievance signed by the employee and his Union representative is presented to the Plant Management within three (3) days after the discharge. The International Representative of the Union will be permitted to attend the meeting held pursuant thereto, with the Plant Management. The Union will not question the discharge of any probationary employee nor shall such discharge be the subject of a grievance.
DISCHARGE CASES. 9.01 A claim by an employee who has completed her probationary period that she has been unjustly discharged from her employment will be treated as a special grievance, commencing at Step No. 2 of the Grievance Procedure, provided the discharged person submits her written grievance, dated and signed, within seven (7) consecutive calendar days after the discharge occurs.
DISCHARGE CASES. When an employee with seniority is requested to attend a conference in the Personnel Office for the purpose of discipline or is the subject of a written disciplinary warning, disciplinary layoff, or discharge, he will be informed of his right to request the presence of his plant Committeeperson before he is required to leave the plant premises or accept the written disciplinary warning or be subject to a recorded verbal warning. As soon as possible but not later than the second working day after a discharge or disciplinary layoff, notice thereof will be given the President of the Union or a Plant person. Any claim by an employee that he has been unjustly discharged or laid off from his employment shall be treated as a grievance, but a written statement of such grievance must be lodged by the employee with the Superintendent within three working days after the employee ceases to work for the Company. If the employee’s claim is found to be justified,: then he shall be reinstated in his employment with such compensation for time lost as may be agreed upon or determined by an Arbitrator at not more than his straight time rate and with no loss of seniority rights. With reference to disciplinary matters which normally require progressive discipline, the Company agrees that if an employee maintains disciplinary actions for a period oft we months, future recorded discipline recorded verbal warning. Safety his record clear of (I II commence with a Special Clothing, Shop Rules A Safety and Housekeeping six comprised of three Company appointees and three Union appointees shall be formed and will meet monthly. Safety and housekeeping tours of the plant and warehouse shall be made at least quarterly by two committee representatives (one Union and one Company.) The Company will, to the extent provided by Law, maintain sanitary arrangements throughout the plant, provide safety devices, and give proper attention to the elimination of any conditions of employment which are a hazard to the safety or health of the employee. Where the nature of the task assigned to an employee requires the use of special equipment or special protective clothing, such special equipment and special protective clothing, such as goggles, gloves, aprons, dust cloths and rubber boots, will be provided by the Company. The Company will provide towards the cost of safety shoes one time only. The Company reserves the right to formulate and publish from time to time rules and regulations regarding the u...
DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8. Such special grievances may be settled by:
DISCHARGE CASES. 12:01 A claim by an employee that he has been discharged unjustly from his employment shall be treated as a grievance, if a written statement of such grievance is lodged with the General Manager, within seven (7) calendar days after the employee ceases to work for the Company. Such grievance shall commence at Step 3 of the Grievance Procedure, as herein provided.
DISCHARGE CASES. 9.01 It is recognized that probationary employees may be released for reasons less serious than in the case of the discharge of an employee who has completed his/her probationary period and accordingly, the release of a probationary employee will not be subject to the Grievance Procedure. A claim by an employee who has completed his/her probationary period that he/she has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Corporation at Step No. 2 prior to 12:00 noon on the fifth (5) working day after the discharge is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
DISCHARGE CASES. 11.01 A claim by an employee who has completed the probationary period that he has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with his manager at Step No. 2 of the grievance procedure within ten (10) working days after the employee ceases working for the Company. Such special grievances may be settled by:
