ARTICLE DISCIPLINE AND DISCHARGE. No employee covered by this Agreement shall be disciplined, suspended or discharged without just cause. The Employer will provide to the concerned employee a copy of all written confirmations of verbal disciplinary measures and all written disciplinary measures taken. A copy of which shall be placed in the Union's mailbox.
ARTICLE DISCIPLINE AND DISCHARGE. An employee may be disciplined or dismissed but only for just cause.
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. 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 Recording Secretary of the Union and the designated Union Representative. Any Employee covered by this Agreement, called before Management to be interviewed concerning any matter that might reasonably be anticipated to result in disciplinary action to the Employee, shall have the right to two (2) representatives designated by the Union present. Where feasible, forty-eight (48) hours notice is to be given and Union representatives must be present.
ARTICLE DISCIPLINE AND DISCHARGE. No employee shall be disciplined without just 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. No teacher shall be discharged or disciplined in any way without just cause. Such cause shall be provided to the teacher, in writing, within five (5) working days from the time the teacher is informed of any such action. Prior to the imposition of any discipline or discharge, there shall be a meeting held between the teacher and a board representative to discuss the matter in the presence of and with the assistance of representation as determined by the local Bargaining Unit President. Notwithstanding Article the Board may discharge probationary Occasional Teachers at its discretion, provided such discretion is not exercised in a manner that is arbitrary, discriminatory or in bad faith. A teacher whose membership in the Ontario College of Teachers is not in good standing will be terminated and name will be removed from the List. Should the Teacher's membership in the College be renewed within sixty (60) days the teacher will be returned to the List at the earliest opportunity.
ARTICLE DISCIPLINE AND DISCHARGE. 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. A claim by a nurse that has been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Corporation at Step within five (5) working days after the discharge or suspension or within five (5) working days after the Association has been notified, whichever is later. It is understood that grievances for any other form of discipline shall be initiated at Step I of the grievance procedure. 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 expectation, or will be removed from the record of a nurse twelve (12) months following receipt of such letter. Any letter of reprimand, suspension, or other disciplinary sanction, will be removed from the record of a nurse eighteen (18) months following the receipt of such letter, suspension or any other disciplinary sanction provided that the nurse's record has been discipline-free for such eighteen (18) month period.
ARTICLE DISCIPLINE AND DISCHARGE. A probationary employee may be disciplined or discharged for a lesser standard than just cause where, in the sole opinion of the Company, the employee’s performance, conduct, attitude, attendance,or general suitability is unsatisfactory. In making such a determination the Company shall not do so in bad faith. A claim by an employee who has completed probationary period that has been discharged without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the Company at Step No. within five (5) days after the employee is discharged. Such special grievance may be settled by the conferring parties under the grievance procedure and arbitration procedure:
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. 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. 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 preference with the Manager of Human Resources. Employees shall list, in order of preference, the status and/or classification to which they wish to move. Selection of employees for vacancies shall be governed by seniority and qualifications. The qualified employee with the most seniority shall be given preference. Employees who have transferred from one classification to another, and who are unable to perform satisfactorily the duties of the new position within the first three (3) months, as determined by the Company, shall return to their former position.
