OF DISCIPLINE. A Union representativewill be present dur- ing all warnings regarding disciplinary actions. When an employee is called to an interview by a member of supervision, and the subject of the interview is disci- xxxxx, the employee will be so informed before the inter- view and will be advised that he will have his union rep- resentative present. No written disciplinary action shall remain against an employee’s record for a period longer than twelve (12) months. No discipline, including termination, sus- pension, or warning, shall be enacted after five (5) work- ing days following the discovery of the incident, except in cases of absenteeismor tardiness where disciplinary action must be administeredwithin ten (10) working days of last occurrence. The Union Committee and Company may extend either deadline upon mutual agreement.
OF DISCIPLINE. (a) When an employee is called to an interview by the Human Resource Manager designated representative for the purpose of investigating alleged misconduct, the Chairperson designated representative will be present at such meeting. If, following such investigation, such employee is suspended or given warning, shall be given written notice of such suspension or warning and reasons therefore, with a copy to the Chairperson. If an employee is to be discharged, there must be a meeting held with the Human Resource Manager, the employee concerned and the Chairperson. In the event that the employee refuses to attend the meeting, a written notice of discharge may be forwarded to the employee by means of registered mail, and a copy thereof shall be forwarded to the Chairperson. Where a written warning has been given to an employee such written warning shall remain against the record of the employee for a period of six (6)months of work. When an employee has been suspended, such suspension shall remain against the record of the employee for a period of fifteen (15) months of work. At the expiration of the time periods stated above, the disciplinary records files shall not be used in any future disciplinary action, grievance or arbitration. The records files will be returned to the employee, and the Chairperson will be notified of such action.
OF DISCIPLINE. A Union representative may be present during all warnings regarding disciplinary actions. When an is called to an interview by a member of super- vision, and the subject of the interview is discipline the employee will be so informedbefore the interview and will be advised that he may have union representation present. the end No written disciplinary action shall remain against an employee’s recordfora period longer than
OF DISCIPLINE. Par. 1 Discipline shall be imposed as soon as reasonably possible following the Employer becoming aware, or if applicable, investigating the circumstances giving rise to the discipline. When the employee is notified by the supervisor of an intent to recommend discipline, the employee will be notified of their right to Union representation. It is the employee's responsibility to request union representation when the discipline is officially served on the employee. If the xxxxxxx requested is unavailable, the serving of discipline shall be postponed until a Union officer is notified. A copy of all discipline served shall be given to the Union. The Union may elect to be present when discipline is served upon the employee, if requested by the employee. An oral warning to be considered as such shall be documented by written notification to the employee and the Union.
OF DISCIPLINE. The Employer will not use warnings or reprimands in an employee’s personnel file that are more than eighteen (18) months old, or twenty-four (24) months old regarding suspensions, unless the employee has had a subsequent warning for an offence during that period of time. An employee shall be entitled to review personnel file in the office in which the file is normally kept. The employee shall give the Employer twenty-four (24) hours written notice to having access to such file. The review of such file shall take place during the non- working hours of employees and access to the file shall be in the presence of Human Resources representation and no longer than fifteen (15) minutes.
OF DISCIPLINE. Any letter of reprimand will be removed from the record of an employee twenty-four months following the receipt of such letter, provided that the employee's record has been discipline free for such twenty-four month period.
OF DISCIPLINE. 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 will have union representationpresent. An employee receiving a written disciplinary notice will have such notice given within five (5) regular working days following the date of the alleged incident or discovery of the incident and such notice will be given in the presence of the employee's Union Representative. An employee receiving a written disciplinary notice for absenteeismwill have such notice given within (7) regular working days and such notice will be given in the presence of the employee's Union Representative. These periods may be extended by mutual agreement of the Company and Union. No written disciplinary action will remain in or against an employee's record for a period longer than twelve (12) months.
OF DISCIPLINE. A Union representative will he present at any time when a disciplinary warning. suspension and/or discharge, is issued. No written disciplinary action shall remain on the employee’s record longer eighteen (1 8) calendar months. The Company must take disciplinary action or give the notice required under section within ten (10) working days from the date of the incident or the date upon which the incident known to the Company. In the case of a preventable accident review, the Company must take disciplinary action within one (31) calendar days of the accident. When the Company intends or contemplates suspending an employee for more than two (2) days or discharging an employee, the Company will provide the Union and the employee with notification explaining the reasons for taking the action. An employee shall suffer no loss of employment until such notice has been given and the Union has had one working day to investigate and make representations to the Company. Notwithstanding the foregoing, where the circumstances of a case may make it inadvisable to retain an employee in the workplace, the employee will be suspended without pay immediately, pending a meeting between the Company and the Union which will be held within two (2) working days of the suspension. The Company or the Union may request an extension of up to two (2) additional working days to investigate the incident.
OF DISCIPLINE. The maintenance of discipline is essential to the satisfactory operation of the plant and the Company has the right to discipline for just cause, up to and including discharge. The Company will notify an employee of their right to have a Committeeperson present at any interview concerning discipline, and will in writing, a Union Representative of discipline issued to an employee. Discipline will normally be issued within five working days from the date the Company learned of the requiring possible disciplinary action. This period may be extended by the Company, in which case the Union shall be informed of the reason for the extension, and the investigation will proceed and a decision made as soon as reasonably possible. Employees under final warning of discharge shall have their disciplinary record cleared after months of active service without a disciplinary offence following the final warning. Should an employee be instructed to leave the plant pending an investigation, the investigation should be completed within three working days, when possible. If an employee is instructed to leave the plant, the employee will be provided with a Union Representative before the employee is required to leave the plant. The Company agrees to remove an employee's disciplinary record after months of active service, providing a similar offence is not repeated by the employee within the months. The Company will supply a copy of a reprimand to the employee concerned. In the event the employee chooses to provide the Union with a copy of the reprimand, it shall be used for no other purpose than the processing of a grievance related to this reprimand only. The Company will supply a written explanation to the Union and employee regarding suspensions and discharges. The Company will not discipline an employee following a period of five years of employment as a result of misinformation contained in the employee's Application for Employment. Employees hired after February who reach the Initial Counselling stage in the Attendance Program during the first months of employment can be given a warning of nondisciplinary termination due to poor attendance without the necessity of previous corrective action. An Initial Counselling will take place prior to the letter being given. However, there is no obligation for any further action prior to the issuance of the Termination Warning Letter following at least the Initial Counselling, If the employee’s absence record does not warrant the empl...
OF DISCIPLINE. No employee may be held out of for the investigation of any charge against him due to accident or other alleged misconduct, for a period exceeding three (3) working days without the holding of a hearing by the Company concerning such matter, and the employee must be notified at least one
