ARTICLE DISCHARGE CASES. The Union acknowledges that a probationary employee may be dismissed during the probationary period and such dismissal will not be the subject of a grievance. If a permanent employee believes that he has been unjustly discharged, the matter shall be taken up as a special grievance, commencing at the Third Step of the Grievance Procedure as set out in Article Any such special grievance must be submitted in writing and lodged with the Employer within five (5) days after the employee ceases to work for the Employer, and the matter will be disposed of within seven (7) days after the Employer receives the grievance, except where such a grievance is taken to arbitration. Seniority is defined as the length of service the employee has with the Employer and in accordance with the provisions of the Agreement. Seniority shall operate on a bargaining unit-wide basis. Newly hired employees shall be considered on a probationary basis until they have worked for sixty-three (63) days worked from the date of hiring. During the probationary period, employees shall be entitled all rights and privileges of this Agreement except that the Employer shall have the sole discretion to terminate their employment at any time within the probationary period and such termination shall not be the subject of a grievance. After completion of the probationary period, seniority for employees shall be effectivefrom the original date of employment. Seniority lists will be revised each six (6) months. A copy of the list will be posted in the plant and three (3) copies given to the Union Chairperson. Such lists shall clearly state employee number, name, starting date and job classification. An employee may accept a position with the Employer outside the bargaining unit and he shall continue to accumulate seniority for a period of one year. Following this, the employee shall retain his bargaining unit seniority and retain his right to return to work within the bargaining unit in a job consistent with his seniority. In the event of a lay-off, the knowledge, qualifications, and ability of the employee shall be the primary considerations. Where two or more applicants are assessed by the Employer to be equal, seniority shall be the determining factor. Employees shall be recalled in the order they were laid- off providing they are, in the opinion of the Employer, qualified and capable to do the work. In the event of a layoff, employees who have completed their probationary period will receive notice o...
ARTICLE DISCHARGE CASES. In the event of an employee who has attained seniority being discharged from employment or suspended, he shall have the right to interview a xxxxxxx and/or Union Representative for a reasonable period of time before leaving the plant premises. If the employee feels that an injustice has been done, the case may be taken up as a grievance. All such cases shall be taken up within three (3) working days and disposed of within seven (7) working days of the date the employee is notified of his discharge, except where a case is taken to arbitration. by an employee who has attainedseniority that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement of such grievance, signed by the employee, is lodged with the Plant Manager or designate within three (3) working days after the employee is notified of his discharge. The Union will be notified of the name of the Plant Manager's designate on a current basis. All preliminary steps of the grievance procedure prior to Step No. will be omitted in such cases. Such special grievance may be settled by confirming !he Management's action in dismissing the employee or by reinstating the employee in his former position with full seniority and compensation for time lost, or by any other arrangement which isjust and equitable in the opinion of the conferring parties or arbitrator, as the case may be. A grievance involving the suspension of an employee may be settled by an arbitrator by confirmingthe Management's action in regard to the suspension, by declaring that the suspension was unjust and awarding compensation to the employee for time lost, or by any other arrangement which is just and equitable in the opinion of the Arbitrator.
ARTICLE DISCHARGE CASES. A claim by a seniority employee that he has been dis- charged, suspended or disciplined in any manner without just cause, shall be treated as a grievance and shall commence at Step of Article provided a written grievance is signed by the employee and is presentedto the Station Manager or delegate in accordance with all other provisions in this agree- ment following the action giving rise to the grievance. All seniority employees being discharged shall receive a written statement from the Company at the time of discharge, clearly stating the reasons for the discharge.
ARTICLE DISCHARGE CASES by a seniority employee that has been discharged or suspended without just cause, shall be treated as a grievance and shall commence at Step of Article provided a written grievance is signed by the employee and is presented to the General Manager or designate in accordance with all other provisions in this agreement following the action giving rise to the grievance.
ARTICLE DISCHARGE CASES. A claim by an employee who has completed the probationary period, that he has been unjustly discharged from his employment, shall be treated as a grievance, commencing at Step of the Grievance Procedure, if a written statement of such grievance is lodged with the Company within five (5) days the employee ceases to work for the Company. When an employee has been dismissed without notice, he shall have the right to interview his Xxxxxxx for a reasonable period of time before leaving the Companypremises. The Company will notify the Xxxxxxx concerned and the Unit Chair of the discharge as soon as he can reasonablybe contacted. Grievances relating to discharge may be settled by the Company's action, or by reinstatingthe employee with pay for the time lost, or by any other arrangement which is just and equitable. The Company shall have the right to discharge any employees for just cause and upon any of the following, or similar grounds, without notice:
ARTICLE DISCHARGE CASES. It is recognized that probationary employees may be released for reasons less serious than in the case of a discharge of an employee who has completed the probationary period and accordingly, the release of a probationary employee will not be subject to the Grievance Procedure. A claim by an employee who has completed the period that has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Corporation at Step No. within five (5) working days after the discharge is effected. Such special grievance may be under the Grievance or Arbitration Procedure by:
ARTICLE DISCHARGE CASES. An employee who has completed the probationary period and who is subsequentlydischarged by the Company, may submit a written grievance. dated and signed, to the Plant Manager, provided such grievance is submitted within four (4) working days after the discharge occurs. Grievances relating to discharge may be settled by confirming the Company's action, or by reinstating the discharged person with full compensation or by any other arrangement, which is just and equitable. The Chief Xxxxxxx will be notified of any discharge within hours after the action is taken. If the Chief Xxxxxxx is not available, the Union office will be notified.
ARTICLE DISCHARGE CASES. In the event of an employee who has attained seniority being discharged from employment, and the employee feeling that an injustice has been done, the case may be taken up as a grievance. Notwithstanding (a), an employee who has not attained seniority may be discharged and a lesser standard of just cause will apply. All such cases shall be taken up within five days and disposed of within seven days (or such longer period as may be mutually agreed upon) of the date the employee is notified of the discharge, except where a case is taken to arbitration. A claim by an employee that he/she has been unjustly discharged shall be treated as a grievance as defined by Article a written statement of such grievance is lodged with the Employee Services Manager within five days after the employee ceases to work for the Employer, whichever is the earlier. All steps of the Grievance Procedure prior to Step No. 3 may be omitted in such cases. Such special grievances may be settled by confirming the Employer’s action in dismissing employee, or by reinstating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or the Board of Arbitration, as the case may be. documentation with respect to discipline will be removed an employee’s tile after five years from the date the discipline was taken providing that:
ARTICLE DISCHARGE CASES. An employee, having attained seniority, will be discharged for: Use or possession of alcohol during working hours. Theft. Use or illegal possession of drugs. An employee, having attained seniority, may be discharged for violation of Company rules other just causes. New rules with respect to additional grounds for automatic termination to be added to Article must be discussed with the Union and agreed to by the Union before they shall become effective. If the employee feels that he has been unjustly dealt with, such discharge will constitute a case coming up under the method of adjustment of grievances. An employee found to be unjustly discharged shall be reinstated to his former position in accordance with the terms of the settlement of the grievance. All cases of discharge must be considered and disposed of within ten (IO) days from the date of discharge. The xxxxxxx shall inform the departmental Officers when any employee has been discharged. No grievance shall be considered where the events giving rise to it occurred or originated more than three (3) full working days before the filing of the grievance. If an employee is required to attend a meeting with management where is to be suspended or discharged will be advised of the right to have a Xxxxxxx present.
ARTICLE DISCHARGE CASES involving the discharge of an employee must be reduced to writing and originated under Step No. within ten calendar days of the employee being notified of his discharge. It is agreed that the Chairperson of the Union Committee or a Union Committee member will be notified of the dismissal of a seniority-rated employee. Notwithstanding anything in this Agreement, a probationary employee may be terminated at the sole discretion of and for any reason satisfactory to the Hospital and such termination of a probationary employee shall not be subject to the grievance or arbitration procedures. Whenever an employee is being disciplined, suspended or discharged, and such disciplinary action will become part of the employee’s record, a Union Committee Member or Xxxxxxx will be present, if one is readily available, and if the employee so requests. An employee shall, upon written request made a reasonable time before the time of viewing, have an opportunity to view his personal file in the presence of the Director of Human Resources or his designate. The information the employee may review will be:
