ARTICLE DISCIPLINE AND DISCHARGE. No employee covered by this Agreement shall be disciplined, suspended or discharged without just cause. Employer will provide to the concerned a copy of all written confirmations of verbal disciplinary measures and written disciplinary
ARTICLE DISCIPLINE AND DISCHARGE. (1) An employee may be disciplined or dismissed but only for just cause.
ARTICLE DISCIPLINE AND DISCHARGE. No Employee shall be discharged or disciplined without just cause and such cause shall be provided in writing to the Employee with a copy to the President of the Union. Any Employee covered by this Agreement, called to appear before Management to a meeting where discipline is to be imposed, shall have the right to have one (I) Union representative present. An Employee who has been dismissed without notice shall have the right to meet with a xxxxxxx for a reasonable period of time before leaving the Employer’s premises.
ARTICLE DISCIPLINE AND DISCHARGE. Having provided a written request to the Administrator at least one (1) week in advance, an employee shall be entitled to her personnelfile for the purpose of reviewing any evaluations or formal discipline contained therein, in the presence of a supervisor at a mutually satisfactory time. It is understood and agreed that an employee is not entitled to see job references.
ARTICLE DISCIPLINE 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 of the employee. An employee who has been disciplined or discharged may file a grievance in accordance with Article However, by mutual agreement between the Company and the Union, grievances under the provisions of this Article 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 be so notified in writing, with reasons. The Company shall issue any disciplinary letter to the employee and the Union within seven (7) days of imposing discipline, or concluding an investigation into possible discipline. The Company shall keep the employee and the Union reasonably informed as to the status of any ongoing investigation. Disciplinary documents will be removed from an employee's and considered inadmissible as evidence in any disciplinary proceedings after two (2) years provided two (2) years have elapsed without further disciplinary action. The Company shall issue a letter to the employee and the Union when such removal takes place. In the event that discipline or discharge is modified 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. Theft is agreed to be just cause for dismissal, and an arbitrator shall have no jurisdiction to substitute any lesser penalty should it be determined that an employee has committed theft. Should the arbitrator conclude that the employee has not committed theft, then the arbitrator shall have no jurisdiction to substitute any remedy other than reinstatement with full back pay. The parties agree that any arbitration on this issue shall commence within days of the dismissal. Employees who wish to change status (i.e. part-time or full-time) or transfer to another classification, shall file a letter of prefe...
ARTICLE DISCIPLINE AND DISCHARGE. (a) No employee shall be disciplined withoutjust cause. No employee, other than a probationary employee, shall be dismissed without just cause. When it becomes necessary to discipline an employee, other than a verbal warning, the employee will be represented by the Union at a meeting held to discuss or impose disciplinary action unless she refuses such representation. When possible, the’ Employer shall give the employee advance notice of the nature of the complaint. An employee shall be notified in writing of the reasons for her discipline or dismissal. A copy shall be forwarded to the Union unless the employee elects otherwise.
ARTICLE DISCIPLINE AND DISCHARGE a) Disciplinary suspensions shall be consecutive and served within four (4)working days of the infraction. It is understood that written reprimands will not be kept in the employee’s file more than twenty-four (24) months, and not used against the employee in disciplinary action after twelve (12) months. Employees have the opportunity to review their file. The Company reserves the right to discharge any employee coming under the jurisdiction of this contract for just cause. No member of the Union shall be discharged or discriminated against because of membership or activities in the Union. Employees shall have the right to have a Shop Xxxxxxx or mutually agreed upon third (3rd) party present if he or she is to be reprimanded.
ARTICLE DISCIPLINE AND DISCHARGE. No employee covered by this Agreement shall be disciplined, suspended or discharged withoutjust cause. The Employer will provide to the employee a copy of all written disciplinary measures taken, a copy of which shall be placed in the Union’s mailbox. An employee who is scheduled to meet a representative of the Employer to receive a disciplinary measure will be accompanied by a Union representative. In the event that no Union representative is scheduled to work at the time the Employer plans to give a disciplinary measure to an employee, the Employer will place a telephone call to the Chief Union Representative at least sixteen
ARTICLE DISCIPLINE AND DISCHARGE. (a) A claim by a nurse that has been discharged or disciplined without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Corporation at Step II within five (5) working days after the discharge or discipline or within five (5) working days after the Association has been notified, whichever is later. Such grievance may be settled by confirming the Corporation's action or by reinstating the nurse, or by any other arrangement which is just and equitable in the opinion of the conferring parties or by an Arbitration Board. In the event of a discharge or discipline, the Corporation will notify the Association and the nurse in writing as soon as possible and not later than two (2) working days after the discharge or discipline, giving the for the discharge or discipline. At any time discipline is to be imposed, a nurse is entitled to be represented by nurse representative and the Corporation shall advise the nurse of this right in advance. Any letter of reprimand, suspension, letter of counselling or other sanction will be removed from the record of a nurse twelve 2) months following the receipt of such letter, suspension or any other sanction provided that the nurse's record has been discipline-free for such twelve (12) month period.
ARTICLE DISCIPLINE AND DISCHARGE. The termination of a probationer may be for any cause or on any basis which the employer may The following may be cause for discipline up to and 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; disclosure of confidential information regarding the affairs of the employer and/or its clients except as required in the normal course of duties: P L DARI TSICCLIE I N E A N D D I S C H A R G E “continued” continued sub-standard after a written reprimand; performance engaging in a trade or business whose interests may appear to or do conflict with the interests of the employer, without first approaching the employer and securing permission; personal financial involvement with a customer except: normal credit transactions with merchants for the purchase of goods and services; debtor/creditor relationships with a family member; conviction of a criminal offence under the Criminal Code reasonably related to the employee’s duties; violation of the published security regulations of Canadian Imperial Bank of Commerce.
