Common use of Administration of Discipline Clause in Contracts

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 offences 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 offence 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 decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager or Assistant Managers or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager or their Assistant Manager or their designate, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

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 offences 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 offence 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 decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager Divisional Superintendent or Assistant Managers Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superintendents or their Assistant Manager Assistants or their designate, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

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 circum- stances 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 employeeem- ployee’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 disci- xxxxx 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 Repre- sentative 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 OfficeOf- fice. 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 offences unless the employee was informed of them shall not be considered when rendering discipline and where such information infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence under review. In the normal handling of discipline cases, the discipline record of an employee shall not, under normal circumstances, be considered beyond be- yond 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 decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager Divisional Super- intendent or Assistant Managers Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superintendents or their Assistant Manager Assistants or their designate, will be conducted at the OperatorOpera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection in- spection will be made during normal business hours, at a time suitable suit- able to both parties. The Union agrees to exert every effort to co-operate with the Commission Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

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 circum- stances 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 employeeemploy- ee’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 disci- xxxxx 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 Repre- sentative 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 TTC 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 re- corded 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 offences unless the employee was informed of them shall not be considered when rendering discipline and where such information infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence 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 TTC agrees that when employees are required to report for disciplinedisci- xxxxx, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose pur- pose of discipline without first being interviewed by the Manager or Assistant Managers or designate, except in those cases with respect to which the Commission TTC may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager or their Assistant Assist- ant Manager or their designate, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection in- spection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission TTC to keep the need for disciplining employees to a minimum. The Commission TTC may impose the specific penalty of discharge for any of the following offences:

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 opportu- nity to present any pertinent information. The employee may be relieved re- lieved 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 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 charge 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 Repre- sentative 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 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 offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such information informa- tion has been given such previous offences shall not be taken into consideration except so far as they relate to the offence 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 decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager Divisional Superin- tendent or Assistant Managers (or designatedesignate in the case of Wheel-Trans Opera- tors), except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superintendents or their Assistant Manager or their designateAssistants, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice once during a calendar year, inspect their own Personnel Services (Human Resources) recordDepartmental Discipline Record. Such inspection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. A bargaining unit member shall be provided detailed pre- disciplinary notice of the allegations raised and an opportunity to respond before a final determination regarding discipline is made. The parties recognize that pre-disciplinary notice shall be provided in writing, copying the Union; and the opportunity to respond shall take place at a pre-discipline meeting scheduled with at least three (3) workdays’ prior notice. A pre-discipline meeting will not necessarily result in discipline. The pre-discipline meeting notice will include a detailed description of the allegation(s) giving rise to the meeting, along with any evidence upon which the employer may rely to support the allegation(s). Management will make a good faith effort to provide all available documents related to the basis for discipline, including dismissalprior to the pre-discipline meeting, exclusive of evidence prohibited from disclosure by law or regulation. The pre- discipline meeting can be rescheduled once at the request of either Party. Within fourteen (14) calendar days of the pre-discipline meeting, the Employer may take disciplinary action, copying the Union, regarding what disciplinary action, if any, the Employer has decided to take. Investigatory Interviews That May Lead to Discipline: Management may conduct an investigatory interview of a traumatic experience bargaining unit member for employeesthe purposes of gathering information based upon an allegation of misconduct. If the bargaining unit member is the subject of the allegation and the meeting may lead to discipline, this interview requires twenty-four (24) hours’ notice and accordingly, justice the Union must be done in a manner that copied on the notice. If necessary, the Union has the right to cancel the initial interview and is consistent with dignityallowed another 24 hours’ time to find an agreeable time to meet when the union representative can be present. 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 (placed on administrative leave with or without pay) or reassigned, pay 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 needed during the delay. When a disciplinary report on any member of Local 113 has been recorded in writingAny information gathered from the interview, one copy will which would be placed in used as 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 offences 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 offence 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 basis for any years possible disciplinary action, shall be shared with the bargaining unit member prior to the preceding five years pre-discipline meeting. Union Representation and Notices to Employee and Union: Bargaining unit members shall be destroyedhave the right to Union representation during any investigatory, pre-disciplinary, or disciplinary meeting. The Commission agrees that when employees are Employer shall copy the Union on all meeting notices, warnings, and other documents required to report for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager or Assistant Managers or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager or their Assistant Manager or their designate, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:this Article.

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 Represen- tative 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 his duties at that time. An employee reporting for discipline shall be informed of the nature of the charge, the discipline being imposed charge against him 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 An employee shall be entitled, if they request he requests, to have a Union Representative with them him whenever such employees are employee is required to report for discipline. If such a request is made, and a union representative rep- resentative 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 employeeemploy- ee’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 employeesemploy- ees. Previous offences 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 offence 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 an employee is required to report for disciplineto the Operations Training Centre or to the head office of a maintenance department, their his case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager Divi- sional Superintendent or Assistant Managers or designatehis Assistant, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superinten- dents or their Assistant Manager or their designateAssistants, will be conducted at the Operator’s Di- visional or Sub-Divisional Office. Upon At his request employees an employee may, twice once during a calendar year, inspect their his own Personnel Services (Human Resources) recordDepartmental Discipline Record. Such inspection inspec- tion will be made during normal business hours, at a time suitable suit- able to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

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 opportu- nity to present any pertinent information. The employee may be relieved re- lieved 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 disci- xxxxx 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 Repre- sentative 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 offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such information informa- tion has been given such previous offences shall not be taken into consideration except so far as they relate to the offence 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 decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose of discipline without first being interviewed by the Manager Divisional Superin- tendent or Assistant Managers Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superintendents or their Assistant Manager Assistants or their designate, will be conducted at the OperatorOpera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection inspec- tion will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission Com- mission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:

Administration of Discipline. The parties recognize that 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 and/or Committee-person, or if absent, their alternates will be present. No discipline, including dismissaltermination, can suspension, or warning, will be enacted after three working days following the discovery of the incident. This three day period may be extended by mutual agreement, but in no event may it exceed fifteen calendar days. No such derogatory notation placed against the record of any employee will be used for the purpose of taking further disciplinary action against him/her after a traumatic experience for employees, and accordingly, justice must period of twelve months has elapsed following the issuance of such notice. This date will be done in a manner that is consistent with dignityentered on the disciplinary form. The employee twelve month lapse rule on disciplinary action 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 extended by mutual agreement of the case Company and the proposed discipline will be reviewed Union Local Bargaining committees in conjunction with the appropriate Union representative Committee. Article Seniority Fundamentally the purpose of this Agreement in advance respect to seniority is designed to give the employee an equitable measure of disciplinary action being taken. Supervisors when correcting employees for misdemeanours shall confine themselves to security based on the pertinent facts which relate to length of service with the employee’s performance of duties at that timeCompany. An employee reporting for discipline shall will acquire seniority when he/she has worked thirty days in a period of twelve consecutive months, after which time his/her name will be informed placed on the seniority lists as of the nature original date of employment or meaning former employees who sever, per Article This probationary period will be extended, when mutually agreed to by Management and Union, in the event of illness or injury. Employees will be regarded as probationary employees until they have acquired seniority as above provided. It is understood by the parties that the Company can discharge a probationary employee provided the Company does not act in bad faith. It is understood that such standard is a lesser standard as contemplated by the Labour Relations Act. The Company will prepare the seniority lists every months (November and May), and wig post them in a suitable location in the plant. Each plant committeeperson will receive a copy of the chargelist at the time of posting. The Company will revise such list should errors or omissions be brought to its attention by employees or the Union, and accordingly the lists, together with any revision will be considered to be final and accuratefor all purposes days (to include Statutory the posting list. If any particular seniority date cannot be settled within the fourteen days, it will not be considered to be final until resolved by the parties. Notwithstanding the above, if any errors are subsequently brought to the attention of the Company, the discipline being imposed and parties will work to resolve those errors, The Company will not be held liable for action taken on 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 offences 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 offence 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 seniority list prior to the preceding five years shall be destroyederror having been brought to the Company’s attention. The Commission agrees that when employees are required to report for discipline, their In case shall be decided with of dispute or challenge the least possible delay so any financial loss Union will be minimized and, if possible, at a time when have the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for see the purpose personnel recordsetting employee’s date of discipline without first being interviewed by the Manager or Assistant Managers or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager or their Assistant Manager or their designate, will be conducted at the Operator’s Divisional Office. Upon request employees may, twice during a calendar year, inspect their own Personnel Services (Human Resources) record. Such inspection will be made during normal business hours, at a time suitable to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimum. The Commission may impose the specific penalty of discharge for any of the following offences:hire.

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 circum- stances 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 employeeem- ployee’s performance of duties at that time. An employee reporting for discipline shall be informed of the nature na- ture 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 Rep- resentative with them whenever such employees are required to report re- port 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 OfficeOf- fice. 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 offences offenses unless the employee was informed of them shall not be considered when rendering discipline and where such information infor- mation has been given such previous offences shall not be taken into consideration except so far as they relate to the offence 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 re- port for discipline, their case shall be decided with the least possible delay so any financial loss will be minimized and, if possible, at a time when the employee would not otherwise be working. No Operator or Collector shall be relieved from duty for the purpose pur- pose of discipline without first being interviewed by the Manager Divisional Superintendent or Assistant Managers Superintendent or designate, except in those cases with respect to which the Commission may impose the specific penalty of discharge. Personal interviews with Operators, by The l Manager Divisional Superintendents or their Assistant Manager Assistants or their designate, will be conducted at the OperatorOpera- tor’s Divisional Office. Upon request employees may, twice during a calendar year, inspect in- spect their own Personnel Services (Human Resources) record. Such inspection will be made during normal business hours, at a time suitable suit- able to both parties. The Union agrees to exert every effort to co-operate with the Commission to keep the need for disciplining employees to a minimummini- mum. The Commission may impose the specific penalty of discharge for any of the following offences: