Common use of DISCHARGE AND DISCIPLINARY ACTION Clause in Contracts

DISCHARGE AND DISCIPLINARY ACTION. A claim by an employee who has completed the probationary period that they have been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the appropriate Vice President at Step No. of the grievance procedure within five (5) working days after the employee ceases working for Goodwill. Such special grievances may be settled by: Confirming the management‘s action in dismissing the employee; or Reinstating the employee full compensation for time lost; or Any other arrangement, which is just and equitable in the opinion of the conferring parties or an Arbitrator or a Board of Arbitration. When an employee has been dismissed or suspended without notice, he or she shall have the right to interview a xxxxxxx for a reasonable period of time before leaving the premises. Where an employee has received a verbal reprimand a copy of the written record of the verbal reprimand will be provided to the xxxxxxx thereafter in a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions of an employee, then a Union Xxxxxxx shall become present. Any notation of a related reprimand or disciplinary action placed on an employee‘s record shall not be considered by the employer in imposing discipline, provided a period of fourteen (14) months has elapsed from the date the discipline was recorded during which time the employee has not received a further notation for any related disciplinary infraction.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee employee, who has completed the their probationary period period, that they have been discharged or suspended suspended, without just cause cause, shall be treated as a grievance proper subject for a grievance, if a written statement of such grievance is lodged with the appropriate Vice President at Step No. One of the grievance procedure Grievance Procedure within five fifteen (515) working days excluding Saturdays, Sundays and holidays after the employee ceases working for Goodwill. Such special grievances may be settled by: Confirming the management‘s action in dismissing the employee; or Reinstating the employee full compensation for time lost; or Any other arrangement, which is just and equitable in the opinion receives notice of the conferring parties discharge or an Arbitrator or a Board of Arbitration. When an suspension. 10.02 An employee who has been dismissed or suspended without notice, he or she shall have the right to interview a xxxxxxx while at work, may meet with their Union Xxxxxxx for a reasonable period of time time, before leaving the University premises. Where an employee has received a verbal reprimand a copy of the written . 10.03 Any notice or record of the verbal reprimand will be provided disciplinary action which is intended to the xxxxxxx thereafter in form a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions part of an employee’s employment record shall be given in writing with a copy to the Union. All such notices or records shall be permanently removed from the employee’s file when twenty-four (24) months have elapsed since the date of issue, then a Union Xxxxxxx shall become present. Any notation provided there has been no recurrence of a related reprimand or disciplinary action placed on an employee‘s record shall not be considered by the employer in imposing disciplinesimilar infraction. 10.04 Employees may review their personnel file, provided that two (2) working days’ notice (not including Saturdays, Sundays, and holidays) is given to the Human Resources Office. The employee or the Union may inquire as to the presence of any document in the employee’s personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall confirm in writing that the document has been removed. Employees are entitled to be accompanied by a period of fourteen (14) months has elapsed from the date the union representative to review their personnel file. 10.05 At any meeting where discipline was recorded during which time will be imposed, management will notify the employee has not received of their right to union representation. An employee who will be disciplined or discharged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further notation for any related disciplinary infractiondiscussion with the employee, and the union shall send a union representative immediately and without undue delay. It is acknowledged that suspensions with pay are non- disciplinary.

DISCHARGE AND DISCIPLINARY ACTION. A claim by 10:01 Subject to paragraph a), employees in the bargaining unit may be terminated at any time at the sole discretion of the University. The parties agree that an employee arbitrator has no jurisdiction to relieve against the discharge or substitute or provide any other remedy in the case of discharge, unless the discharge was discriminatory contrary to Article 3:01 of this Agreement. a) Notwithstanding the above, employees who has completed have worked in the probationary period same casual position with an appointment of at least sixty percent (60%) for more than twelve (12) months of active employment may file a grievance alleging that they have been discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with the appropriate Vice President at Step No. One of the grievance procedure within five fifteen (515) working days after the employee ceases working received notice of discharge. b) For clarity, it is understood and agreed that paragraph a) does not apply to the ending of a casual employee’s employment for Goodwill. Such special grievances may any of the following reasons:  The end of the term for which the casual employee was engaged, whether this was a term that was for a specific time period or a term necessitated by another employee being on a leave of absence of uncertain duration;  The completion of the task for which the casual employee was hired;  Reduction or elimination of funding; or  Any other reasons related to operational or budgetary conditions. 10:02 An employee who will be settled by: Confirming disciplined or discharged for cause, i.e. not terminated in accordance with the management‘s action in dismissing terms of the employee; ’s contract or Reinstating the employee full compensation for time lost; or Any other arrangementletter of employment, which is just and equitable in the opinion while at work, will be notified of the conferring parties or an Arbitrator or a Board of Arbitration. When an employee has been dismissed or suspended without notice, he or she shall have the their right to interview a xxxxxxx for a reasonable period of time before leaving the premises. Where an employee has received a verbal reprimand a copy of the written record of the verbal reprimand will be provided to the xxxxxxx thereafter in a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having have a Union Xxxxxxx present before commencing any discussionattend such a meeting in which such discipline or discharge will be issued. HoweverIf the employee requests representation by a Union Xxxxxxx, if the supervisor will send for their Union Xxxxxxx without undue delay and without further discussion requires of the matter with the employee concerned. If requested, the Union shall send a decision Xxxxxxx or other authorized Union Representative immediately and without undue delay. 10:03 Any notice of disciplinary action which may affect the working conditions is intended to form a part of an employee’s employment record shall be given in writing with a copy to the Union. All such notices or records shall be permanently removed from the employee’s file when twenty-four (24) months have elapsed since the date of issue, then a Union Xxxxxxx shall become present. Any notation provided there has been no recurrence of a related reprimand or disciplinary action placed on an employee‘s record shall not be considered by the employer in imposing discipline, provided a period of fourteen (14) months has elapsed from the date the discipline was recorded during which time the employee has not received a further notation for any related disciplinary similar infraction.

DISCHARGE AND DISCIPLINARY ACTION. 9.01 A claim by an employee who has successfully completed the probationary period that they have he has been unjustly suspended or discharged or suspended without just cause shall be treated as a grievance if a written statement of such grievance is lodged with submitted by the appropriate Vice President employee at Step No. of the grievance procedure 3 within five (5) working days after the date of the suspension or discharge. 9.02 Any disciplinary notice which is provided to an employee ceases working shall be signed by the employee for Goodwillthe sole purpose of acknowledging receipt. 9.03 Employees will be granted access to their personnel files provided the employee gives at least twenty-four (24) hours’ notice in writing to the Personnel Department. Such special grievances The employee may be settled by: Confirming accompanied by a xxxxxxx and must be accompanied by a member of the management‘s action in dismissing Personnel Department. The meeting will take place after the employee; ’s work hours. 9.04 When a meeting is scheduled to issue a discipline or Reinstating may lead to discipline, a xxxxxxx or a person of the employee’s choice shall attend the meeting. If the xxxxxxx is not immediately available the employee full compensation for time lost; or Any may elect any other arrangement, which is just and equitable in the opinion member of the conferring parties or an Arbitrator or a Board bargaining unit. The employee shall be advised of Arbitration. When this right before the meeting begins. 9.05 In the event of an employee has been dismissed or suspended without noticebeing discharged, he or she shall have the right be allowed to interview a xxxxxxx confer with his Shop Xxxxxxx in private for a reasonable period of time not more than fifteen (15) minutes before leaving the premisespremises after having obtained the permission of the immediate supervisor which shall not be unreasonably withheld. 9.06 A copy of any written reprimand/suspension/dismissal will be given to both the Union and the Shop Xxxxxxx. Where an employee has received It is understood that a verbal reprimand a copy failure to comply with this provision will not affect the validity of the written record reprimand, notice of the verbal reprimand suspension or dismissal and will not be provided to the xxxxxxx thereafter in used as a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions of an employee, then a Union Xxxxxxx shall become present. Any notation of a related reprimand or mitigating circumstance. 9.07 Each disciplinary action placed given to an employee will remain in effect on an employee‘s the employee’s personnel record shall not be considered by the employer in imposing discipline, provided for a period of fourteen six (146) months has elapsed for verbal, twelve (12) months for written, and eighteen (18) months for suspensions, from the date of each disciplinary action. The Employer will apply discipline as soon as possible after full awareness and investigation of the discipline was recorded during which time the employee has not received a further notation for any related disciplinary infractionincident.

DISCHARGE AND DISCIPLINARY ACTION. A claim by 8.01 Where an employee's work is considered to be unsatisfactory, the Manager shall first interview the employee in the presence of a Union Officer and give him reasonable time, which shall be specified, to show improvement. The Manager shall specify in writing what is considered unsatisfactory concerning the employee's work and shall give a copy to the Union. Management shall not take disciplinary action without first warning the employee in the presence of a Union Officer. 8.02 If it is necessary to notify an employee who has completed the probationary period that they have been discharged or suspended without just cause of any disciplinary action being taken against him, this shall be treated as done in the presence of a Union Officer. The Employer and the Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. 8.03 Before any employee is discharged for cause, the local Union President or designate shall be notified, and the employee will be given the opportunity to consult with his Union Officer before leaving the premises. Any grievance if in a written statement of such grievance is lodged with the appropriate Vice President discharge case shall be filed at Step No. 2 of the grievance procedure Grievance Procedure within five (5) working days after of the discharge. An employee whom the Company intends to suspend or discharge shall be retained at work or paid until a meeting to discuss the case is held between the Company and the Union. The meeting will be held within twenty-four (24) hours. Grievances involving employees who are retained at work or paid under this provision will be handled through the expedited arbitration procedure. 8.04 If it is determined or agreed at any step in the Grievance Procedure including arbitration that any employee has been disciplined or discharged unjustly, the Employer shall put him back on his job with no loss of seniority and shall pay the employee ceases working for Goodwill. Such special grievances may be settled by: Confirming the management‘s action in dismissing the employee; amount he would have earned had he been working, or Reinstating the employee full by any other arrangement as to compensation for time lost; or Any other arrangement, which is just and equitable in the opinion of the conferring parties or an Arbitrator or in the opinion of a Board board of Arbitration. When arbitration. 8.05 Upon reasonable request, an employee has been dismissed or suspended without notice, he or she shall is entitled to review the contents of his/her personnel file. Employees who have the right to interview a xxxxxxx for a reasonable period of time before leaving the premises. Where an employee has received a verbal reprimand a copy of the written record of the verbal reprimand reviewed their personnel files will be provided to the xxxxxxx thereafter in a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions of an employee, then a Union Xxxxxxx shall become present. Any notation of a related reprimand or disciplinary action placed on an employee‘s record shall not be considered by in any way to have agreed or accepted the employer in imposing discipline, provided contents of such files. 8.06 All disciplinary notations shall be removed from an employee's file after a period of fourteen twenty four (1424) months has elapsed from the date the discipline was recorded during which time the employee has not received a further notation for any related disciplinary infractionmonth period.

DISCHARGE AND DISCIPLINARY ACTION. 11.01 A claim by an employee who a seniority employee, that she/he has completed the probationary period that they have been discharged or suspended without just cause shall be treated as a grievance proper subject for a grievance, if a written statement of such grievance is lodged with the appropriate Vice President at Step No. Stage 2 of the grievance procedure Grievance Procedure within five (5) working calendar days after the employee ceases working received notice that she/he has ceased to work for Goodwill. Such special grievances may be settled by: Confirming the management‘s action in dismissing the employee; Employer or Reinstating the employee full compensation for time lost; or Any other arrangement, which is just and equitable in the opinion of the conferring parties or an Arbitrator or a Board of Arbitration. has been suspended. 11.02 When an employee has been dismissed or suspended without notice, notice she/he or she shall have has the right to interview a xxxxxxx her/his Union Xxxxxxx (if such Union Xxxxxxx is available) for a reasonable period maximum of time fifteen (15) minutes before leaving the Employer’s premises. Where . 11.03 The termination of a probationary employee is at the discretion of the Employer and that decision should only be reversed where the Employer has no basis for its decision to terminate the probationary employee. 11.04 It is understood and agreed, without limiting the Employer’s right to discharge employees, that: (a) Should an employee has received a verbal reprimand a copy be unable to obtain (within six (6) months of commencing employment), or maintain, its DA (AVOP) license, or (b) Should an employee’s airport security clearance be denied or removed, this will conclusively be deemed to be just and sufficient cause for the dismissal of the written record of the verbal reprimand will be provided to the xxxxxxx thereafter in a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, with respect to subparagraph (b) above, should a seniority employee appeal the denial or removal of their airport security clearance and the seniority employee’s airport security clearance is subsequently granted or reinstated, the seniority employee will be reinstated to employment, with full seniority, provided that the seniority employee was not discharged for cause on grounds other than and/or in addition to those provided above at subparagraph (b). With respect to subparagraph (b) above, should a probationary employee appeal the denial or removal of their airport security clearance and the probationary employee’s airport security clearance is subsequently granted or reinstated, the probationary employee will be reinstated to employment, provided that the probationary employee was not discharged on grounds other than and/or in addition to those provided above at subparagraph (b). It is understood and agreed that if a probationary employee is reinstated under this sub-article, the employee’s probationary period will commence upon the day they return to work. In the event that an individual is reinstated pursuant to this sub-article and if the discussion requires a decision which may affect individual had completed ninety (90) consecutive days of employment, the working conditions individual’s benefits will recommence upon reinstatement. For clarity, if an individual was in receipt of an benefits, the individual’s entitlement to benefits will cease upon discharge and will be recommenced upon reinstatement. 11.05 Any disciplinary notice shall be removed from the employee, then a Union Xxxxxxx shall become present. Any notation of a related reprimand or ’s personnel file by the Employer after eighteen (18) months have elapsed since the last disciplinary action placed on an employee‘s record shall not be considered by was taken provided that no further disciplinary action of any nature has occurred during the employer in imposing discipline, provided a period of fourteen eighteen (1418) months has elapsed from the date the discipline was recorded during which time the employee has not received a further notation for any related disciplinary infractionmonth period.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee employee, who has completed the her probationary period period, that they have she has been discharged or suspended suspended, without just cause cause, shall be treated as a grievance proper subject for a grievance, if a written statement of such grievance is lodged with the appropriate Vice President at Step No. One of the grievance procedure Grievance Procedure within five ten (510) working days excluding Saturdays, Sundays and holidays after the employee ceases working for Goodwill. Such special grievances may be settled by: Confirming the management‘s action in dismissing the employee; or Reinstating the employee full compensation for time lost; or Any other arrangement, which is just and equitable in the opinion receives notice of the conferring parties discharge or an Arbitrator or a Board of Arbitration. When an suspension. 10.02 An employee who has been dismissed or suspended without notice, he or she shall have the right to interview a xxxxxxx while at work, may meet with her Union Xxxxxxx for a reasonable period of time time, before leaving the University premises. Where an employee has received a verbal reprimand a copy of the written . 10.03 Any notice or record of the verbal reprimand will be provided disciplinary action which is intended to the xxxxxxx thereafter in form a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions part of an employee’s employment record shall be given in writing with a copy to the Union. All such notices or records shall be permanently removed from the employee’s file when twenty-four (24) months have elapsed since the date of issue, then a Union Xxxxxxx shall become present. Any notation provided there has been no recurrence of a related reprimand similar infraction. 10.04 Employees may review their personnel file, pro- vided that two (2) working days’ notice (not including Saturdays, Sundays, and holidays) is given to the Human Resources Office. The employee or disciplinary action placed on an employee‘s record the Union may inquire as to the presence of any document in the employee’s personnel file and request that said document be removed. If the University and the Union agree that the document is not relevant, the University shall not confirm in writing that the document has been removed. Employees are entitled to be considered accompanied by the employer in imposing disciplinea union representative to review their personnel file. 10.05 At any meeting where discipline will be imposed, provided a period of fourteen (14) months has elapsed from the date the discipline was recorded during which time management will notify the employee has not received of her/his right to union representation. An employee who will be disciplined or discharged while at work may request the presence of a union representative. If such a request is made, the supervisor will send for a union representative without further notation for any related disciplinary infractiondiscussion with the employee, and the union shall send a union representative immediately and without undue delay. It is acknowledged that suspensions with pay are non-disciplinary.

DISCHARGE AND DISCIPLINARY ACTION. 10.01 A claim by an employee who has completed the probationary period that they have been a discharged or suspended employee that the discharge or suspension was without just cause cause, shall be treated as a grievance proper subject for a grievance, if a written statement of such grievance is lodged with the appropriate Vice President at Step No. Two of the grievance procedure Grievance Procedure within five (5) working days after the employee ceases receives notice of the discharge or suspension. The Employer shall investigate and dispose of the matter within five (5) working days, failing which the employee shall be paid from the date of the suspension, provided the employee makes him/herself available for Goodwillthe investigation within the five (5) working day period. Such special grievances grievance may be settled by: Confirming : (a) confirming the management‘s Employer’s action in dismissing to discharge or suspend the employee; or Reinstating or (b) reinstating the employee with full seniority and compensation for time lostlost wages and benefits; or Any or (c) any other arrangement, except loss of seniority, which is just and equitable in the opinion of the conferring parties parties, or an Arbitrator the Arbitrator, is just and equitable. 10.02 No warning slip shall be held against the record of any employee for a longer period than twelve (12) months. Copies of written warnings and suspensions will be provided to the Plant Chairperson. 10.03 In the event of a disciplinary suspension, the suspension shall be voided after twelve (12) months from the date of issue. The Employer shall be disqualified from using all voided warnings and suspensions in the grievance or a Board of Arbitration. When an arbitration procedure. 10.04 An employee who has been dismissed or suspended without notice, he or she shall have terminated has the right to interview see a xxxxxxx for a reasonable period of time before leaving the premises, provided both are at work at the time. Where an An employee who has received a verbal reprimand a copy of completed the written record of the verbal reprimand probationary period and who has been terminated while not at work, will be provided allowed to the xxxxxxx thereafter in see a timely manner. If during an investigation meeting with an employeexxxxxxx, the Manager determines that discipline may become necessaryif so desired, for a Shop Xxxxxxx shall become present. In accordance current practice, employees covered period of time not to exceed approximately ten (10) minutes at a time arranged by the Collective Agreement are given the choice Employer during working hours. The purpose of having this meeting will be to determine whether such terminated employee wants to file a Union Xxxxxxx present before commencing any discussiongrievance. However, It is understood that if the discussion requires a decision which may affect Employer does not fulfil the working conditions of an employeeabove requirements, then a Union Xxxxxxx shall become present. Any notation of a related reprimand or disciplinary action placed on an employee‘s record for any reason, such dismissal shall not be considered deemed to be null and void. 10.05 The Employer agrees to the concept of progressive discipline through a series of warnings. It is understood that the Employer will use such disciplinary action as is warranted by the employer in imposing severity of the action instigating the discipline. All final warnings shall be so indicated and a clear indication shall be given as to the nature of further disciplinary action. Demotion shall not be used as a form of discipline. 10.06 Employees shall be allowed access to their personnel files, provided that they have permission from their supervisor to visit the Human Resources office and have made an appointment to view the file. 10.7 Both the Employer and the Union are determined to stamp out all kinds of verbal taunting, harassment, threats and physical confrontations between employees. As such, a period “zero tolerance” policy exists. 10.8 If an employee alleged to have committed misconduct is called to give his/her side of fourteen (14) months has elapsed from the date incident during the discipline was recorded during which time the employee has not received Employer’s investigation, or for a further notation for any related formal disciplinary infractionmeeting, he/she shall be entitled to have a union xxxxxxx present.

DISCHARGE AND DISCIPLINARY ACTION. A claim by 15.01 The employer shall not discipline or discharge an employee who has completed without prior warning unless the probationary period that they have been circumstances justify immediate discipline or discharge. Employees shall not be disciplined or discharged or suspended without just cause cause. In the event the employer intends to discipline or discharge an employee, the employee shall be treated as accompanied by a grievance if a written statement of such grievance is lodged with the appropriate Vice President at Step Nounion xxxxxxx/representative. of the grievance procedure within five (5) working days after The Chief Xxxxxxx and the employee ceases working for Goodwillshall be notified in writing of any disciplinary or derogatory notation on an employee’s file. Such special grievances may be settled by: Confirming The employer shall not impose disciplinary penalties which are unreasonable or unjust. In the management‘s action in dismissing the employee; or Reinstating the employee full compensation for time lost; or Any other arrangement, which is just and equitable in the opinion event of the conferring parties or an Arbitrator or a Board of Arbitration. When claim that an employee has been dismissed discharged or suspended without noticedisciplined unjustly, or unreasonably, the claim shall be subject to the provisions of the Grievance Procedure provided in Article 12. 15.02 Except for reduction in staff or other justifiable reason, the employer shall not discharge an employee unless his or her work has proved unsatisfactory. When considering discharging an employee, the employer shall discuss thoroughly with the employee and a representative of the Union, the reasons for which he is considering the discharge. If at the end of one (1) month from the date of this discussion, the employee's work is still unsatisfactory, the employer may commence with progressive discipline, e.g. warning, written warning, etc. or she as appropriate for the circumstances up to and including termination. In the event that an employee is disciplined (with the exception of verbal warnings) or discharged, the reasons for such action shall be put in writing and a copy provided to the union and the employee. In all meetings, including grievance and arbitration, the employer shall be limited to those items outlined in writing as the reasons for such disciplinary action. 15.03 Employees, other than probationary employees, shall be given a minimum of two (2) weeks’ notice of discharge or notice provided for in the Employment Standards Act, whichever is greater. In the case of discharge for cause, the employee shall not be entitled to notice of discharge. 15.04 Upon resigning from his or her employment, the employee will give, in writing, a two (2) week notice to the employer. 15.05 All discipline shall be removed from an employee’s file not later than twenty-four (24) months from the date it was administered. An employee’s file shall only consist of information that has been brought to the attention of the employee in the presence of their union xxxxxxx. Employees shall have the right to interview view their file upon request and may be accompanied by a union xxxxxxx for a reasonable period of time before leaving if they so desire and in the premises. Where an employee has received a verbal reprimand a copy of the written record of the verbal reprimand will be provided to the xxxxxxx thereafter in a timely manner. If during an investigation meeting with an employee, the Manager determines that discipline may become necessary, a Shop Xxxxxxx shall become present. In accordance current practice, employees covered by the Collective Agreement are given the choice of having a Union Xxxxxxx present before commencing any discussion. However, if the discussion requires a decision which may affect the working conditions of an employee, then a Union Xxxxxxx shall become present. Any notation presence of a related reprimand or disciplinary action placed on an employee‘s record shall not be considered by the employer in imposing discipline, provided a period of fourteen (14) months has elapsed from the date the discipline was recorded during which time the employee has not received a further notation for any related disciplinary infractionmanager.