Common use of DISCHARGE AND DISCIPLINARY PROCEDURE Clause in Contracts

DISCHARGE AND DISCIPLINARY PROCEDURE. 8.01 A suspended or discharged seniority Employee or the Chief Xxxxxxx may present a grievance in writing to the Operations Manager or his/her designated representative at Step No. 2 of the grievance procedure. The Union will not question the dismissal of any probationary Employee nor shall the dismissal be the subject of a grievance unless the Employee alleges that he/she has been discriminated against in such discharge by reason of Union activity, and an arbitrator shall not reverse his/her discharge on any other grounds. 8.02 When an Employee has been suspended or dismissed without notice he /she shall have the right to interview his/her Xxxxxxx for a reasonable period of time before leaving the premises provided that in cases where it is necessary to immediately expel a discharged Employee from the operations, the Xxxxxxx shall be advised. 8.03 Such special grievance may be settled by confirming the Management's action in dismissing the Employee with or without compensation for time lost or by any other decision that is considered just and equitable in the opinion of the conferring parties. 8.04 Written notice of disciplinary action, to include a copy of attendance records in cases of discipline for absence, shall be given in the presence of a Union Xxxxxxx where possible, with a copy to the Union. The parties agree that past written disciplinary actions issued to an Employee that have exceeded 12 months will not be taken into consideration in administering discipline.

DISCHARGE AND DISCIPLINARY PROCEDURE. 8.01 A suspended or discharged seniority Employee or the Chief Xxxxxxx may present a grievance in writing to the Operations Plant Manager or his/her designated representative at Step No. 2 No.3 of the grievance procedure. The Union will not question the dismissal of any probationary Employee nor shall the dismissal be the subject of a grievance unless the Employee alleges that he/she has been discriminated against in such discharge by reason of Union activity, and an arbitrator the Arbitrator shall not reverse his/her discharge on any other grounds. 8.02 When an Employee has been suspended or dismissed without notice he /she he/she shall have the right to interview his/her Xxxxxxx for a reasonable period of time before leaving the plant premises provided that in cases where it is necessary to immediately expel a discharged Employee from the operationsplant, the Xxxxxxx shall be advised. 8.03 Such special grievance These grievances may be settled by confirming the Management's action in dismissing the Employee with or without compensation for time lost or by any other decision that which is considered just and equitable in the opinion of the conferring parties. 8.04 Written notice of disciplinary action, to include a copy of attendance records in cases of discipline for absence, shall be given in the presence of a Union Xxxxxxx Xxxxxxx, where possible, with a copy to the Union. The parties parities agree that past written disciplinary actions issued to an Employee that have exceeded 12 more than twelve (12) months since a warning, which preceded it, will not be taken into consideration in administering discipline. Employees will be advised that a disciplinary matter is being investigated and dealt with within five (5) working days of the day that the precipitating incident came to the attention of the Company.

DISCHARGE AND DISCIPLINARY PROCEDURE. 8.01 A The Company will warn an employee before taking disciplinary action, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or unreasonably, the grievance shall be filed at "Step Three," section 6.03 or Article 6 "Adjustment of Grievances," within five (5) working days. However such employees may see the Xxxxxxx if on the 2nd or 3rd shift before leaving the plant. Where an employee's Xxxxxxx is not available, an employee may be accompanied by the Xxxxxxx nearest the employee's work area. Before an employee is warned or disciplined they shall be advised by the Company of their right to have a Xxxxxxx present when the warning or disciplined is imposed. 8.02 Written warnings shall be copied to the Grievance Chairman. Warnings over twenty-four (24) months old will not be considered for purposes of increasing discipline applied provided no other discipline for the same or a related reason or matter has been imposed in the intervening period. 8.03 If it is determined or agreed at any Step in Article 6 “Adjustment of Grievances” or Article 7 “Arbitration,” that any employee has been disciplined, suspended or discharged seniority Employee or unjustly, the Chief Xxxxxxx may present a grievance in writing to the Operations Manager or hisCompany shall put him/her designated representative at Step No. 2 back on the job with no loss of the grievance procedure. The Union will not question the dismissal of any probationary Employee nor shall the dismissal be the subject of a grievance unless the Employee alleges that he/she has been discriminated against in such discharge by reason of Union activity, seniority and an arbitrator shall not reverse hisrecompense him/her discharge on for lost earnings either in full or in part, or apply any other grounds. 8.02 When an Employee has been suspended or dismissed without notice he /she shall have the right to interview his/her Xxxxxxx for a reasonable period of time before leaving the premises provided that in cases where it penalty which is necessary to immediately expel a discharged Employee from the operations, the Xxxxxxx shall be advised. 8.03 Such special grievance may be settled by confirming the Management's action in dismissing the Employee with or without compensation for time lost or by any other decision that is considered just and equitable in the opinion of the conferring parties. 8.04 Written notice of disciplinary action, to include a copy of attendance records in cases of discipline for absence, shall be given parties or in the presence opinion of a Union Xxxxxxx where possible, with a copy to the Union. The parties agree that past written disciplinary actions issued to an Employee that have exceeded 12 months will not be taken into consideration in administering disciplineArbitrator.

DISCHARGE AND DISCIPLINARY PROCEDURE. 8.01 A suspended or discharged seniority Employee or the Chief Xxxxxxx may present a grievance in writing to the Operations Plant Manager or his/her his designated representative at Step No. 2 of the grievance procedure. The Union will not question the dismissal of any probationary Employee nor shall the dismissal be the subject of a grievance unless the Employee alleges that he/she he has been discriminated against in such discharge by reason of Union activity, and an arbitrator shall not reverse his/her his discharge on any other grounds. 8.02 When an Employee has been suspended or dismissed without notice he /she shall have the right to interview his/her his Xxxxxxx for a reasonable period of time before leaving the plant premises provided that in cases where it is necessary to immediately expel a discharged Employee from the operationsplant, the Xxxxxxx shall be advised. 8.03 Such special grievance may be settled by confirming the Management's action in dismissing the Employee with or without compensation for time lost or by any other decision that is considered just and equitable in the opinion of the conferring parties. 8.04 Written notice of disciplinary action, to include a copy of attendance records in cases of discipline for absence, shall be given in the presence of a Union Xxxxxxx where possible, with a copy to the Union. The parties agree that past written disciplinary actions issued to an Employee that have exceeded 12 months will not be taken into consideration in administering discipline.