AND DISCHARGE. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this Collective Agreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service. Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached. Unless otherwise agreed to, after a of reprimand has been on an employee's file for a maximum of two years, and there have been no further occurrences, then the of reprimand will be removed from all files.
AND DISCHARGE. Should a written warning be placed in an employee’s file, one copy of such written warning shall be given to the employee and one copy made available to the Union President. Each written warning is to include a notation of all written warnings issued during the previous Twelve (12) months. All such warnings shall remain in force for a period of Twelve (12) months. Where the Company requires an employee to attend a meeting at which the employee is to be formally disciplined the employee may, if requests, have a Union Representative in attendance with at the meeting provided a Union Representative is available in the Plant. The foregoing shall not, how- ever, prevent the Company from immediately suspending or discharg- ing an employee provided that an employee who is suspended for more than five (5) days or is discharged will be permitted to consult with an available Union Committee member prior to leaving the Company premises. An employee who feels himself wrongly discharged, may have his grievance considered in accordance with the procedure out- lined in this Article, by presenting his grievance in writing, either per- sonally or through the Union, to the Senior Manufacturing Leader pro- viding he does so within five (5)days of his discharge. A meeting of the employee, his Union representatives and the Senior Manufacturing Leader (or his designate) will he held within three (3) days of griev- ance presentation. The Senior Manufacturing Leader will render his decision in writing, three (3) days of the hearing of the case. The Union may, within seven (7) days after the Senior Manufacturing Leader or his designate has rendered his or her decision, give notice to the Company of its desire to refer the matter to arbitration. In cases of a discharge, the sole arbitrator may either confirm the Company's decision in discharging the employee or may reinstate the employee with full, partial, or no compensation, where it is clearly established that the action taken by the Company bears no reasonable relationship to the cause for the discharge. The Company agrees that it will notify an employee of any action within days after the time it becomes aware or ought to have become aware of the circumstances giving rise to the dis- cipline. The Company further agrees that it will take disciplinary action within working days after notification or the earliest date the employee becomes available. ARTICLE The Company shall deduct from Union Dues including, where applicable, ini...
AND DISCHARGE. If an annual increase is not granted on the eligibility date, the employee’s 38 eligibility date is retained no longer than eleven (11) months beyond the eligibility date. If the 39 increase is subsequently granted within eleven (11) months, it shall be effective on the first of the 40 following month and shall not be retroactive. (For administration of performance increases, 41 see Article 22 - Salary Administration). 42
AND DISCHARGE. The Employer reserves the right subject to the Grievance Procedure to discharge or discipline for just cause. The Employer reserves the to discharge with notice as set out Article A copy of all employees warning letters or notices of discipline shall be provided to the employee and the Union. All action must be explained detail. Matters of discipline will not be disclosed to anyone but the employee and the Union. Disciplinary measures shall be appropriate to their cause and to the principles of progressive discipline,
AND DISCHARGE. Discipline and discharge notices issued to employees should set out reasons for the discipline or discharge. The employee may be asked to sign a copy of a notice to acknowledge receipt, and that acknowledgement is not an admission of guilt. Copies of notices of discharge, or of discipline more serious than a written warning, shall be sent to the union. No employee shall be disciplined or discharged on his day The union acknowledges that an employee's unexcused failure to report for work when scheduled or to promptly inform the company of his inability to do so will warrant discipline, any may warrant discharge, even if the circumstances do not fall within any of the provisions of Article ARTICLE BULLETIN The company will provide a bulletin board in a mutually satisfactory location on the premises for the convenience of the union in posting notices on union activity. All such notices must be signed by the proper officer of the local union and submitted to the General Manager or his authorized representative for approval before being posted.
AND DISCHARGE. 0.Xxx hires shall be subject to a probationary period during their first six months of employment. Discharges within that probationary period shall not be subject to the grievance and arbitration process.
AND DISCHARGE. All disciplinary action, including discharge, must be for just cause. Prior to disciplining or discharging an employee the Company will provide the employee the opportunity to explain position as to the matters in issue. If the employee wishes, a Union representative may be present. An employee may request the presence of an employee of the Company or a duly accredited of the Union at any disciplinary meeting or in the course of any investigation that could lead to discipline employee. An employee who has been disciplined or discharged may file a grievance in accordance with However, by mutual agreement between the Company and the Union, grievances under the provisions of this may proceed directly to Step Two of the Grievance procedure or to Arbitration. Any suspension pending investigation will be considered as part of the discipline imposed, if any. When an employee is suspended or discharged, the employee and the Union will so in writing, with reasons. Disciplinary documents will be removed from an employee's and considered inadmissible as evidence in any disciplinary proceedings two (2) years provided two (2) years have elapsed without disciplinary action. In the event that discipline or discharge is through either the Grievance or Arbitration procedures, the original advice shall be removed from the employee's personnel file, and replaced with the modified advice where the employee is not completely exonerated.
AND DISCHARGE. The Employer shall have the right to discipline and discharge Employees for just and sufficient cause. The Employer shall impose discipline in a fair, consistent, reasonable and timely manner. When an Employee is disciplined or discharged, the Employer shall notify the Employee in writing of the for the discipline or discharge. At the time disciplinary action is taken, the Employer shall notify the local Union president or his designate of such action and, at the request of the local, shall forthwith provide the of the against whom disciplinary action was taken. When an Employee is required to attend a meeting as part of a disciplinary investigation or to render a disciplinary decision concerning that Employee, the Employee is entitled to have, at their request, a representative of the Alliance attend the meeting. Where practicable, the Employee shall receive a minimum of two (2) days notice of such meeting and written reasons for such a meeting. A copy of any document may form the basis of any disciplinary action and which may be placed on the Employee’s file will be given to the Employee at the time the disciplinary action is taken. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an Employee, the contents of which the Employee was not aware. In order of severity, the only types of disciplinary action shall be:
AND DISCHARGE. When an employee's work is such that it may lead to discipline and/or discharge and is the subject of discussion between the employee and the Employer, the employee shall have a Shop Xxxxxxx present, if the employee is to be disciplined by the Employer, provided a Xxxxxxx is on shift at the time. All such time spent by Shop Stewards in this capacity shall be considered as time worked. Full-time employees reduced to part-time who terminate or are terminated within three (3) months of the date of their reduction to part-time, shall be given whatever pay in lieu of notice they were entitled to immediately prior to the date of their reduction to part-time. The Employer shall not be deemed obligated to give any notice whatsoever to or give any pay in lieu thereof to an employee terminated for proper cause. Suspensions shall be served consecutively and shall commence within one week of the infraction. ARTICLE UNION MEETING Any conference or dealings with the Company are to be conducted by a Union committee to consist of not more than four (4) employees of the Company, one of whom will act as Chairman, together with a duly accredited representative of the United Food and Commercial Workers Union, Local who shall be a fully paid employee of the Union. An authorized representative or executive officer of the Union shall be permitted, after notifying the Manager, to talk with an employee regarding Union matters during regular working hours. The interview shall be carried on in a place provided for and designated by the Company and shall normally take place on the employee's coffee or lunch break. Time taken for such an interview in excess of five minutes shall not be on Company time. Upon any question being submitted to the Company by the Union Committee regarding the interpretation of the terms of this Agreement, any interpretation agreed upon shall be signed jointly by a Corporate Officer of the Company and the President or paid Official of the Union. The committee of the Union shall at all times present the Company's side of all questions to its members as well as its own, and the Union further agrees that discussion amongst the employees of the Union matters will not be undertaken during the Company's working hours. Xxxx authorized representatives of the Union shall be entitled, after notifying the warehouse manager or person in charge of operations in his or her absence to visit the warehouse. The Union representative shall be escorted by a Shop Xxxxxxx and/or ...
AND DISCHARGE. Any allegation that an employee has been demoted, suspended, discharged or otherwise disciplined without just cause shall be a fit matter for the grievance and arbitration procedures as provided for in this Collective Agreement. When disciplining or discharging probationary employees for just cause, it is recognized that the probationary period is an extension of the selection process and that they have short service. Therefore, the threshold for discipline and discharge may be less than that of a regular employee in similar circumstances. Disciplinary penalties resulting in a suspension without pay will not be imposed until a final decision, (agreement between Union and Management, or an arbitrator's judgment) has been reached. Unless otherwise agreed to, after a of reprimand disciplinary penalty has been on an employee's file for a maximum of two (2) years, and there have been no further occurrences, then the of reprimand and/or disciplinary penalty will be removed from all files. NARY PENALTIES A copy of all letters of employee reprimand and/or disciplinary penalties shall be sent to the Chief Xxxxxxx, except in cases where in the Company's opinion the matter involved is of a confidential nature. In the latter instance, the letter will state that the Union has not received a copy of the letter. This shall not prevent a supervisor from taking on-the-job disciplinary action including immediate suspension subject to later confirmation. ARTICLE ARBITRATION
