AND DISCIPLINE. No report or information gathered in an process shall be used for disciplinary purposes.
AND DISCIPLINE. Where it appears during any meetingwith an employee, that the nature of such a meeting must change to an investigation which could in the formal disciplining of that employee, that meeting must be immediately terminated. When an employee is requiredto attend a meeting, the purpose of which is to conduct an investigation, or to render a formal disciplinary decision, 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 thirty-six (36)hours written notice (including reasons) of such a meeting. No employee will be disciplined without just and sufficient cause. When an employee is suspended from duty or discharged, the Airport Authority undertakesto notifythe employee, in writing of the reason for such suspension or discharge. The Authority will give such notification at the time of the suspension or discharge. If the Authority does not give the written reason for such suspension or discharge, the employee shall be deemed to be suspended with pay until the written notice is received. Disciplinewhen imposed, shall be imposedin a timely manner. An employee shall be made aware of all disciplinary decisions that have been placed on the employee’s file. Where an employee has not been made aware of such a decision in advance of a hearing, then no such decision, and/or supporting document or report shall be evidence in a hearing relatingto disciplinary action. If requestedby the employee, a copy of such decision, and/or supporting document or report will be made available to him. If an employee files a grievance against a written reprimand, suspension or discharge in accordance with Article the Airport Authority will postpone that disciplinary action until such grievance is resolved except where CEO has determined there has been a theft, breach of trust or serious misconduct. The Airport Authority the principle of progressive discipline. In order of severity, the types of disciplinary action normally to be considered in a progressive manner shall be: Informal: Oral reprimand
AND DISCIPLINE. The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and cause. Prior to suspending or discharging an Employee, the Employer shall examine several factors such as the seriousness of the offence, the Employee's length of service, and other relevant mitigating factors. When an Employee is to be suspended or discharged from duty, the Employer shall notify the Employee and the Union in writing of the reasons for such suspension or discharge. When an Employee is required to attend a meeting where a disciplinary decision concerning the Employee is to be taken by the Employer or a representative of the Employer, the Employee is entitled to request and to have a representative of the Union attend the meeting. The meeting should be scheduled to enable a Union Representative to attend. When an Employee is suspended without pay for a period of more than thirty or is discharged, a grievance may be initiated by the Employee and/or Union at the Third Level as per the Grievance procedure set out in Article within the time limits specified.
AND DISCIPLINE. The Employer agrees that, during the term of this Agreement, it will not discharge any employee who is on the Seniority List except for such conduct on the part of such employee as shall be just and sufficient cause for such discharge. It is understood and agreed, without limiting the Employer's rights to discharge employees, that absence from employment by any employee save and except for sickness, accident, unavoidable circumstances or with leave of the Employer,
AND DISCIPLINE. A claim by an employee, who has attained seniority, of discharge without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Controller of Plant or delegate at Step of the grievance procedurewithin seven (7) working days after the employee ceases working for the Employer. Such special grievances may be settled by:
a) confirming the management's action in dismissing the employee; or reinstating the employee with full compensation for time lost; or any other arrangement which is just and equitable in the opinion of the conferring Parties or a Board of Arbitration. An employee who has been dismissed or suspended shall interviewthe xxxxxxx in a place designated by the Employer for a reasonableperiod of time before leaving the premises. An employee called to appear before the Controller of Plant and/or delegate for disciplinary action shall have the xxxxxxx present. The employee shall have the right to appear before the Controller and/or delegate without the Xxxxxxx, providing he or she expresses this desire directly to the Xxxxxxx.
AND DISCIPLINE. The principle of progressive discipline is recognized by both parties. Where an employee is to be disciplined, the Employer shall notify the employee at a meeting. Prior to the meeting, the Employer will notify the employee of right to have a Representative of the Union in attendance. The reasons for the discipline shall be provided to the employee in sufficient detail that the employee may defend against it. When circumstances are such that the Union Representative was not available or the employee did not request the attendance of a Union Representative, the Employer shall notify the appropriate Union Representative when discipline occurs. Discipline, including dismissal, shall be subject to just cause. Article Hours of Work The standard weekly hours of work shall be as outlined in Appendix "A". The work week shall be as outlined in Appendix Employees shall receive two (2) consecutive days of rest each week. The weekly work week described in Appendix may be amended by mutual agreement of the Committee in Article An employee shall receive a fifteen (15) minute paid rest period near the mid- point of their work periods before and after the meal break. An employee who is absent from duty without prior authorization shall communicate the reason for the absence to their Department Head immediately upon being able to do so. Any paid leave of absence, with exception of sick leave, must be applied for and authorized before such leave is taken. No employee shall leave their work premises during working hours without the permission from their Department Head; in case of a department head, then permission of Compressedwork week initiatives shall not cause any overtime and shall be initiated at an employee request. Compressed work week initiatives shall cause no compromise in coverage or customer service. Compressed work week shall not be approved for a period in excess of six months at a time. Compressed work week maybe suspended at any time by the Chief Administrative Officer or the employee. Earned days off may not be banked when the days off coincide with stat holidays and must be scheduled for the next working day or another day during that pay period as approved by the The terms of the compressed work week must be mutually agreed in writing.
AND DISCIPLINE. The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall examine all relevant mitigating factors. When an Employee is to be suspended from duty, the Employer shall notify the Employee inwriting of the reasons for such suspension within twenty-four (24) hours of the suspension in sufficient detail that the employee may defend against it. The Employer shall notify the local representative of the Union that such suspension has occurred or is to occur. When Employees are required to attend a meeting where a disciplinary decision concerning them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have, at their request, a representative of the Union attend the meeting. In the event of a suspension with or without pay or termination, the following procedures shall be followed:
AND DISCIPLINE. When an Employee is suspended from duty, the Employer undertakes to notify the Employee, in writing, of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the local Representative of the Alliance that such suspension has occurred. When an Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning the Employee is entitled to have, at request, a Representative of the Alliance attend the meeting. Where practicable, the Employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer agrees not to introduce as evidence, in a hearing relating to disciplinary action, any document from the file of an Employee, the content of which the Employee was not aware of at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an Employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
AND DISCIPLINE. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing o f the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the local representa- tive of the Alliance that such suspension has occurred. Effective April When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him, advise him that he is being terminated for any reason, or discuss conduct for which the Employer is considering discipline or termination, the employee is entitled to have, at his request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one day's notice o f such a meeting. The Employer agrees not to introduce as evidence i n a hearing relating to disciplinary action any document from the f i l e of an employee the content o f which the employee was not aware o f at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel f i l e of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
AND DISCIPLINE. A claim by an employee that has been unjustly discharged suspended with or without pay or laid off, (providing, in the case of discharge, where has not completed probation, the standard as set out in Article shall apply) shall be treated as a grievance if a written statement of such grievance is lodged with the Society at Step of the grievance procedurewithin ten days after the date of discharge, suspension with or without pay or layoff is effected. In cases of discharge or suspension with or without pay, the employee and the Union will be made aware of the reasons for such action, prior to its taking place, the action will be confirmed in writing to the employee and the Union. The discussion will be betweenthe employee and immediatesupervisor. The employee shall have the right to have a Union Representative present at any such discussion. At any interview where the Society confirms its actions in dischargingor suspending an employee without pay or converts a suspension with pay to a suspension without pay or termination a Union Representative shall be present during such interview unless the employee does not wish the Union Representativepresent and confirms this by signing Appendix “A attached hereto in the presence of a Union Xxxxxxx. Where a Union Representative is not present, the Union will be advised in writing of the Society‘s action. Such special grievance may be settled under the grievance or arbitration procedure by:
