Common use of DISCHARGE AND DISCIPLINARY ACTION Clause in Contracts

DISCHARGE AND DISCIPLINARY ACTION. 9.01 A claim by an employee, that he has been discharged or suspended or otherwise disciplined, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step Three of the Grievance Procedure within seven (7) working days after the employee receives notice that he has ceased to work for the Company or returns to work after a suspension as the case may be. Such special grievance may be settled by: (a) confirming the management's action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable. 9.02 An employee who has been dismissed without notice, shall have the right to have an interview with his Union Xxxxxxx, for up to thirty (30) minutes before leaving the Company premises. 9.03 When the Company is interviewing an employee during the investigation of a serious matter, or administering formal discipline which is intended to form part of an employee’s record, the employee is entitled to have Union representation in the form of a Xxxxxxx. A copy of any disciplinary notice or letter shall be given to the Union. All disciplinary notices shall be withdrawn from the employee’s file after a period of eighteen (18) months from date of issue, and shall not be relied on in the administration of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence of a member of management.

DISCHARGE AND DISCIPLINARY ACTION. 9.01 10.01 A claim by an employee, that he has been discharged or suspended or otherwise disciplinedsuspended, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step Three 2 of the Grievance Procedure within seven (7) working days after the employee receives notice that he has ceased to work for the Company or returns to work after a suspension as the case may be. Such special grievance may be settled by: (a) confirming the management's action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, which in the opinion of the conferring Partiesparties, or the Arbitratorarbitrator, is just and equitable. 9.02 10.02 An employee who has been is to be dismissed without notice, shall have the right to have an interview with his Union Xxxxxxxxxxxxxx, or a Union Executive member if a Union Xxxxxxx is not available and the company for up to thirty (30) minutes a reasonable period of time, before leaving the Company premises. 9.03 When 10.03 The Company agrees with the Company is interviewing an employee during the investigation principle of a serious matterprogressive discipline. As such, or administering formal discipline any notice of disciplinary action which is intended to form part of an employee’s record, the employee is entitled to have Union representation in the form of a Xxxxxxx. A copy of any disciplinary notice or letter employment record shall be given to the Union. All disciplinary notices shall be withdrawn from the employee’s file after a period of eighteen (18) months from date of issue, and shall not be relied on in the administration of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence of a member Union xxxxxxx, with a copy to the union. Warnings shall be removed from an employee’s disciplinary record after a period of managementone year and suspensions shall remain in the employee’s disciplinary record for up to eighteen months.

DISCHARGE AND DISCIPLINARY ACTION. 9.01 10.01 A claim by an employeeemployee who has successfully completed his/her probationary period, that he he/she has been discharged or suspended or otherwise disciplinedsuspended, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged filed with the Company at Step Three 3 of the Grievance Procedure within seven five (75) working days after the employee receives notice that he has ceased to work for been advised of the Company suspension or returns to work after a suspension as the case may betermination of his/her employment. Such special grievance may be settled by: (a) confirming the management's ’s action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, arrangement which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable. 9.02 An 10.02 Provided there is no security or safety risk an employee who has been dismissed without notice, shall have the right to have an interview with his Union Xxxxxxx, for up to thirty (30) minutes before leaving a reasonable period of time. This meeting will take place in a location designated by the Company premisesor in a public access area of the airport facility. 9.03 When the Company is interviewing an employee during the investigation 10.03 Any notice of a serious matter, or administering formal discipline disciplinary action which is intended to form part of an employee’s recordemployment record shall be given, the employee is entitled to have Union representation in the form presence of a Union Xxxxxxx. A , or in writing, with a copy of any disciplinary notice or letter shall be given to the Union. All disciplinary notices Written and Verbal warnings shall be withdrawn from the employee’s file after a period of eighteen twelve (1812) calendar months from date of issue, and . Suspensions shall not be relied on in withdrawn from the administration employee’s file after a period of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence of a member of management.twenty-four

DISCHARGE AND DISCIPLINARY ACTION. 9.01 A claim by an employee, that he has been discharged or suspended or otherwise disciplined, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step Three of the Grievance Procedure within seven (7) working days after the employee receives notice that he has ceased to work for the Company or returns to work after a suspension as the case may be. Such special grievance may be settled by: (a) confirming the management's action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable. 9.02 An employee who has been dismissed without notice, shall have the right to have an interview with his Union Xxxxxxx, for up to thirty (30) minutes before leaving the Company premises. 9.03 When the Company is interviewing an employee during the investigation of a serious matter, or administering formal discipline which is intended to form part of an employee’s record, the employee is entitled to have Union representation in the form of a Xxxxxxx. A copy of any disciplinary notice or letter shall be given to the Union. All disciplinary notices shall be withdrawn from the employee’s file after a period of eighteen (18) months from date of issue, and shall not be relied on in the administration of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence of a member of management.

DISCHARGE AND DISCIPLINARY ACTION. 9.01 10.01 A claim by an employeeemployee who has successfully completed his/her probationary period, that he he/she has been discharged or suspended or otherwise disciplinedsuspended, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged filed with the Company at Step Three 3 of the Grievance Procedure within seven five (75) working days after the employee receives notice that he has ceased to work for been advised of the Company suspension or returns to work after a suspension as the case may betermination of his/her employment. Such special grievance may be settled by: (a) confirming the management's ’s action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, arrangement which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable. 9.02 An 10.02 Provided there is no security or safety risk an employee who has been dismissed without notice, shall have the right to have an interview with his Union Xxxxxxx, for up to thirty (30) minutes before leaving a reasonable period of time. This meeting will take place in a location designated by the Company premisesor in a public access area of the airport facility. 9.03 When the Company is interviewing an employee during the investigation 10.03 Any notice of a serious matter, or administering formal discipline disciplinary action which is intended to form part of an employee’s recordemployment record shall be given, the employee is entitled to have Union representation in the form presence of a Union Xxxxxxx. A , or in writing, with a copy of any disciplinary notice or letter shall be given to the Union. All disciplinary notices Written and Verbal warnings shall be withdrawn from the employee’s file after a period of eighteen twelve (1812) calendar months from date of issue, and . Suspensions shall not be relied on in withdrawn from the administration employee’s file after a period of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence twenty-four (24) calendar months from date of a member of management.issue. Absences that exceed thirty

DISCHARGE AND DISCIPLINARY ACTION. 9.01 10.01 A claim by an employee, that he has been discharged or suspended or otherwise disciplinedsuspended, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step Three 2 of the Grievance Procedure within seven (7) working days after the employee receives notice that he has ceased to work for the Company or returns to work after a suspension as the case may be. Such special grievance may be settled by: (a) confirming the management's action to discharge or suspend the employee, or (b) reinstating the employee with full seniority and compensation for lost wages and benefits, or (c) any other arrangement, except loss of seniority, which in the opinion of the conferring Partiesparties, or the Arbitratorarbitrator, is just and equitable. 9.02 10.02 An employee who has been is to be dismissed without notice, shall have the right to have an interview with his Union Xxxxxxxxxxxxxx, or a Union Executive member if a Union Xxxxxxx is not available and the company for up to thirty (30) minutes a reasonable period of time, before leaving the Company premises. 9.03 When 10.03 The Company agrees with the Company is interviewing an employee during the investigation principle of a serious matterprogressive discipline. As such, or administering formal discipline any notice of disciplinary action which is intended to form part of an employee’s record, the employee is entitled to have Union representation in the form of a Xxxxxxx. A copy of any disciplinary notice or letter employment record shall be given to the Union. All disciplinary notices shall be withdrawn from the employee’s file after a period of eighteen (18) months from date of issue, and shall not be relied on in the administration of any future discipline. 9.04 Once a year, and by prior appointment, an employee may view his personnel file in the presence of a member Union xxxxxxx, with a copy to the union. Warnings shall be removed from an employee’s disciplinary record after a period of managementone year and suspensions shall remain in the employee’s disciplinary record for up to eighteen months .