AND DISCHARGE Sample Clauses

AND DISCHARGE. InfractionSlips

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: a) oral reprimand; written reprimand; suspension;

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 ▇▇▇▇▇▇▇ present, if the employee is to be disciplined by the Employer, provided a ▇▇▇▇▇▇▇ 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. ▇▇▇▇ 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 ▇▇▇▇▇▇▇ and/or ...

AND DISCHARGE. Reprimands (verbal and/or written warnings) placed on an employee's record and will be removed within one (1) year of the date of occurrence. Disciplinary action resulting in suspension placed on an employee's record is to be removed in two (2) years if not repeated. Notice of discharge shall be hand delivered, or forwarded to the employee by registered mail, or courier to the last known address on file with the employer, with a copy to the Recording Secretary of the Union, and to the representative of the Canadian Union of Public Employees. In cases where an employee is discharged verbally, the above notification will still be sent to the employee and those listed above for verification purposes. A claim by an employee with seniority that has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged at Step of the grievance procedure within five (5) working days after the employee ceases to work for the employer, and the first step of the grievance procedure will be omitted in such case. Such special grievance may be settled under the grievance and arbitration procedure. No disciplinary document shall be placed on the employee's file which has not been first shown, and a copy given to the employee. An employee, or the employee's representative, shall, with the authorization of the employee, have the right to have access to, make copies, and review personnel file, within three (3) working days of making such request to the Human Resources Services Division, and on the employee's own time.

AND DISCHARGE. The termination of a probationer may be for any cause or on any basis which the employer may determine. The following may be cause for discipline up to and including dismissal: misappropriation of funds, or any other fraudulent or dishonest action; being under the influence of alcohol, or unprescribed drugs on the employer’s premises: gross insubordination; theft, deliberate destruction, or sabotage of property or equipment: falsification of employment application; 9 disclosure of confidential information regarding the affairs of the employer and/or its clients except as required in the normal course of duties;

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. No employee will or An employee lo the or to be et a meeting with Management the reasons such The Company will or action at the end or, new evidence is broughtto meeting, may reserve investigation and the employee ▇▇▇▇ be so advised The employee be accompanied by a who advance, by Management the and place the lo conform requirements of render the discipline or and void. Under where, as a an alleged be held out pending II this the employee as provided the charge involves, during the service will pay and will be up to three calendar days, the employee may or pan, a held out Saturdays. Sundays and holidays. in order to all parties to be present. In the the cannot be held the three calendar day due to the a it will be at the excess the three held due to the available and any calendar day will be a Union Representative any period pay. In the event the meeting cannot be of Management, it will be held at some time when all are in excess of three calendar day period will be pay. In the employee may be out pay such as required in to provide time the Company to complete end consider is ‘suspended pending together the precise reasons discharge. In subsequent procedures, the Company will to such grounds, will until all appeals requested

AND DISCHARGE and those a department department ▇▇▇▇▇▇▇ and in the department. Notice of dismissal, and suspensions are union the appropriate union ▇▇▇▇▇▇▇ or and during the discipline interview. If an agement the the have but the the action discipline man- the union the discipline action. a verbal union ▇▇▇▇▇▇▇ If the in confrontation or Company or a union ▇▇▇▇▇▇▇ union if the union the for the Company in sole discretion appropriate. Management the union are and the for the discharge.

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. 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.