ARTICLE DISCIPLINE. For the purpose of this article Supervisor in the case of a school shall mean the Principal. (The following clause does not apply to supply employees) District School Board will administer discipline in a mannerconsistent with the concept of progressive discipline. Discipline will be employed to improperconduct or poor performance. An opportunity will be provided for the disciplinedemployee the inappropriate behaviour identified. In cases of severe misconduct, the Board may bypass the normalprogressive discipline process. Employees must be aware potentialdisciplinary actions will be invokedby the employer for misconduct or unacceptable work Supervisors are responsible for addressingpotential situations that might draw discipline. Employees who am behaving orperformingin a manner that might warrant discipline will be made aware of the nature of the unacceptable behaviour and the potential for discipline by supervisor. Supervisors are expected to investigate offenses and problems fully and concisely. Each situation will be factually documented in a timely manner by the appropriate supervisor. Progressive discipline will be applied in cases where the misconduct or performance problem is within the control of the employee. A disciplinary response is not immediatelyjustified if the situationis beyondthe employee's control. The has a responsibilityto inform the employee of the lack of adequate and, in the case of an employee who has completed the probationary period, give them a reasonable time to improve, offer the employee training opportunities and provide suitable counselling. If the individualcontinues inadequately and has had a reasonable amount of time to improve, the Board may discipline and ultimately dismiss an employee cause. An employee shall have the right to have a Union representative present at disciplinary meetings with the The Board will notify the employee in advance of a disciplinary meetingand the employee's right to have Union representation at the meeting. The Union has the right to have a representative of the Office and Professional Employees InternationalUnion present at all disciplinary meetings. When an employee has been dismissed, the employee shall have the opportunity of interviewing a union representative in private for a reasonable period of time before leaving the Board premises. A claim by an employee for unjust suspension or discharge shall be treated as a grievance and handled in accordance with Article commencing at The "emp...
ARTICLE DISCIPLINE. The parties agree that the Employer has the right to discipline and discharge for just cause. The purpose of discipline is corrective as opposed to punitive.
ARTICLE DISCIPLINE. A. The Union agrees that it will not uphold incompetence, insubordination, shirking of work, absenteeism, pilferage, willful removal of confidential company information, drinking of alcoholic beverages, use of illegal drugs, or reporting for work under the influence or possession of alcohol or drugs. An employee may be discharged or otherwise dealt with as management sees fit for committing any of the above offenses or for other cause (see Appendix A “Discipline Code”), but a claim by an employee that he has been disciplined or discharged without cause may be subject grievance. The Employer and the Union recognize that mental illness, alcohol and drug addiction are medical disorders. They recognize the social personal and economic problems associated with them. B Any member of the Union disciplined or discharged under the terms of Article shall receive written notice the Company stating the facts and reasons for the disciplinary action or discharge, a copy of which shall be sent to the Union The written notice must be communicated to the employee and the Union within seven (7) days from the date the infraction became known. Any disciplinary measure or discharge which does not to the above requirements shall be null and void.
ARTICLE DISCIPLINE. In instances of discipline or dismissal, the parties agree that the following principles will be employed:
ARTICLE DISCIPLINE. Any employee has the right to receive at any time information with respect to his disciplinary file. The Union has the right to receive information with respect to the disciplinary file of any employee involved in an unresolved grievance concerning disciplinary action. No complaint shall be recorded against an employee nor may be used against him at any time unless said employee and the Union have been advised accordingly in writing within ten working days of the date at which the Company has had knowledge of the incident or the event giving rise to the complaint. If an employee signs a notice relative to a disciplinary case, he does so only to acknowledge that he has been notified accordingly and the fact of signing in no way constitutes an admission of guilt. Any complaint recorded against an employee as well as any mention of suspension shall be cancelled after twelve months unless another suspension for the same offence occurs within twelve (12) months of the former suspension. Any such complaint mention of suspension may not be used against the employee after such cancellation as mentioned above. In case of suspension, discharge, or the employee involved must be permitted to discuss the matter immediately with a Union committeeman or xxxxxxx after having punched out but before he leaves the plant. Demotion will not be utilized as a form of discipline.
ARTICLE DISCIPLINE. It is understood and agreed that an employeewho has not completedhis probationary period shall have no right to grieve his discharge from the employment of the Company. Whenever the Employer deems it necessary to reprimand an employeeindicating that dismissal may follow if such employee fails to bring his work up to a required standard by a given date, or if there is a repetition of the matter complained of, the Employer shall, within ten (10) working-days thereafter, given written particulars of such censure to the employee involved.
ARTICLE DISCIPLINE. Regular Employees must have a Union Xxxxxxx present in the event of disciplinary action including verbal reprimands where these will become part of Employee’s disciplinary record. Discipline shall be issued to an Employee within twenty (20) working days of the incident coming to the attention of Management, or the time it ought reasonably to have come to Management‘s attention. letters of discipline shall be provided to the Unit Chairperson and copied to the area Business Representative. The Union with the consent of the Employee shall have access to the Employee’s personnel file providing twenty-four hours notice is given. All letters of suspension shall be automatically removed from the Employee’s personnel file whether paper or electronic thirty (30) months following the date of the incident provided no further incident of a similar nature involving suspension occurs within that time period. A copy of the removal letter shall be forwarded to the Unit Chairperson. Written letters of reprimand including verbal warnings that are documented will be removed from the file after twenty-four
ARTICLE DISCIPLINE. In the event a member is the subject of an allegation which may result in a warning, discipline, suspension or dismissal, the following procedure shall apply: No member shall be disciplined, demoted, suspended or discharged in a manner that is inconsistent with this Collective Agreement and the Police Services Act. Refusal to comply with an order, directive or assignment that is improper or unlawful shall not result in discipline or discharge.
ARTICLE DISCIPLINE. In order of severity, the types of disciplinary action are:
ARTICLE DISCIPLINE. Whenever a written work infraction is issued, or whenever a recommendation is made for suspension or discharge of any employee, a copy of the work infraction report shall be delivered within seven (7) working days of the occasion giving rise to the work infraction report, or the date on which the Corporation becomes a w e of the occasion, to the employee in presence of the Union Xxxxxxx who shall also receive a copy of the said report; provided however, that where the employee is not at work and it is not possible to deliver the personally to him, such infraction report shall be sent to the employee by certified mail kit, registered mail, or telegram and a copy shall be delivered to the Union Seven working days shall be as seven (7)business days of Human Resources. In cases of suspension or discharge, the grievance procedure shall at the Chief Administrative Officer level and any grievance shall be delivered within seven (7)working days after delivery of the infraction report. At the hearing before the Chief in cases of discharge or suspension, the Corporation shall firstly present its arguments and evidence in support of its recommendation and the Union shall be privileged to present its arguments and evidence in reply as it considers necessary. Thereafter the grievance shall proceed in the same as any other grievance under Article It is agreed that whenever a suspension is imposed it will not be put into effect until the grievance procedure, as set out in Articles and is exhausted, provided that Management shall have the right at any time to remove any employee from his job for reasons of safety himself or others to prevent damage to equipment. In the case of discharge or suspension, representatives of the Union and the individual if deemed necessary by the Union shall 'have the opportunity of meeting with the Director of Human Resources or designate to attempt to resolve the problem before going to grievance procedure at the Chief Administrative level. In imposing discipline on a current charge, the Corporation not take into account any infraction which occurred more than (30) months previously, The Parties agree that the Department Head or designate has the right to suspend or discharge an employee, subject to the grievance process.
