DISCHARGE AND DISCIPLINARY PROCEDURES. 8.01 A claim by an employee that the employee has been unjustly discharged or suspended will be treated as a grievance if a written statement of such grievance is lodged with an Employee Relations designate within seven (7) working days after the occurrence of the matter which is the subject of the grievance.
8.02 Such grievance may be settled under the grievance procedure, including arbitration/mediation, provided by this Agreement, commencing with Stage Two.
8.03 If the Board censures an employee in such a manner as to indicate that a repetition of any offence or failure to perform may lead to the employee’s discharge, it shall prepare a written memorandum thereof and give a copy thereof to the employee and to the Recording Secretary of the Local Union.
8.04 In the event the Board intends to give an employee a written reprimand, suspend the employee for more than part of a day or discharge the employee, the immediate supervisor or designate of the Board shall inform such employee prior to the occurrence of such of the reason(s) therefore and that a xxxxxxx may be present. The absence of a xxxxxxx shall not affect the validity of the reprimand, suspension or discharge. Employee Human Resources File
8.05 i) At the written request of an employee the Board shall, within 5 days, allow the employee to inspect the employee's Human Resources file with prior arrangement made with the Superintendent of Education, Human Resources or designate. Such inspection may be made up to twice ayear and shall be in the presence of such Superintendent or designate. The employee's response to anything contained in such file shall become a part of such file provided such response is made within five (5) days from the date when the employee inspected the file. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline.
DISCHARGE AND DISCIPLINARY PROCEDURES. 7.01 The Company shall not take any disciplinary action without first warning the employee in the presence of a Shop Xxxxxxx. In the event of a claim that an employee has been suspended or discharged unreasonably, the grievance shall be filed at Step Two (2) of the Grievance Procedure within three (3) working days. Warnings shall be given in writing and in the presence of a Shop Xxxxxxx. The Company and the Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. In the event the circumstances justify immediate suspension or discharge of the employee, they shall be given a reasonable opportunity to consult with their Shop Xxxxxxx before leaving the Company's premises, unless it is necessary, because of the nature of the employee's conduct, to require the employee's immediate expulsion from the Company's premises. In all cases of disciplinary action, the Company will either:
1) inform the employee of its decision as to disciplinary action within three (3) working days of the date the Company learns of the cause for disciplinary action; or
2) where a decision as to disciplinary action is not made during such three (3) working day period, offer to meet with the employee and a Union Representative within the three (3) working day period to inform the employee of the potential for disciplinary action which may be imposed at a later date.
7.02 If it is determined or agreed at any step of the Grievance Procedure or decided by a Board of Arbitration that any employee has been disciplined or discharged unjustly, the Company shall put them back on their job with no loss of seniority and shall pay the employee the amount they would have earned had they been working, or by any other arrangement as to compensation, including reinstatement without pay, which is just and equitable in the opinion of the parties or in the opinion of the Board of Arbitration if the matter is referred to such Board.
7.03 Time periods in Articles 7 and 8 will be adjusted if necessary for any persons who are not readily available due to having to travel for the Company in the performance of their duties, but in no event to exceed ten (10) working days from the date of the incident.
7.04 The Company shall provide the employee and the Union with a copy of any verbal or written warning affecting the employee. Any reply by the employee shall become part of their record. The record of any disciplinary action shall not be referred to or used against them at any time aft...
DISCHARGE AND DISCIPLINARY PROCEDURES. 8.01 A claim by an employee that the employee has been unjustly discharged or suspended for more than part of a day will be treated as a grievance if a written statement of such grievance is lodged at Stage Three within seven (7) working days of the discharge or suspension. Such written statement shall state the nature of the grievance, the remedy sought and any provisions of the Agreement upon which the grievance is based. Failure to state one or more provisions of the Agreement shall not prejudice the right of the employee or of the Union to rely on any other provisions of the Agreement.
8.02 i) At the written request of an employee the Board shall, within 5 days, allow the employee to inspect the employee's Human Resources file with prior arrangement made with the Superintendent of Education, Human Resources or designate. Such inspection may be made up to twice a year and shall be in the presence of such Superintendent or designate. The employee's response to anything contained in such file shall become a part of such file provided such response is made within five (5) days from the date when the employee inspected the file. The employee's Human Resources file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline.
DISCHARGE AND DISCIPLINARY PROCEDURES. 6-1 No post probationary, classified employee, covered by this agreement, shall be reduced in pay or position, suspended, discharged or removed nor shall the District take any form of corrective action against any post probationary classified employee covered by this agreement except for just cause.
6-2 The School District agrees that principles of progressive corrective action will be followed with respect to minor offenses; that is, an oral warning for the first offense and any subsequent offenses where such action is deemed appropriate by the District, one or more written reprimands prior to any suspension for subsequent minor offenses, thereafter, more severe corrective action may be taken. The District will give copies of all formal written disciplinary actions taken to the employee.
6-3 Written reprimands resulting in suspensions of five (5) days or less will be removed by the District from the employee's personnel file two (2) years after the effective date of the reprimand or suspension providing there are no intervening reprimands or suspensions during the two (2) year period. Written reprimands not leading to nor resulting in a suspension shall be removed twelve
DISCHARGE AND DISCIPLINARY PROCEDURES. 6-1 The continued employment of a contracted Support Staff Employee is dependent upon satisfactory performance of duties and maintaining personal fitness to perform those duties. The District may also move to discharge, demote or suspend a Support Staff Employee given just cause.
6-2 With the exception of dishonesty, theft, gross misconduct, being under the influence of alcohol or drugs during the work day, or any act that results in a criminal charge of a felony, the District will provide progressive discipline before discharge. Dishonesty, theft, gross misconduct, being under the influence of alcohol or drugs during the work day, or any act that results in a criminal charge of a felony, may be cause for immediate discharge without progressive discipline.
6-3 The provisions of this Article shall not be available to probationary Support Staff Employees.
6-4 The employee will be given a copy of any disciplinary documentation before it goes into the employee's personnel file. The employee shall have ten (10) days to respond in writing to the disciplinary document or written criticism. The employee's response shall be attached to the District's document and placed in the personnel file.
DISCHARGE AND DISCIPLINARY PROCEDURES. 13-1 After a six (6) month probationary period, which begins at the date of hire, no employee will be discharged, disciplined, suspended, or demoted without just cause.
00-0 Xxx Xxxxxxxx agrees to be guided by the principle of progressive discipline which may include use of verbal and written reprimands, suspensions, demotions, and discharge. Progressive discipline does not require discipline at each level in the progression but rather allows the District to apply the step appropriate for the nature of the offense. The District may apply any level of discipline appropriate based upon the employee’s actions. Nothing in this Article shall be considered to restrict the right of the District to communicate with employees regarding job performance and on-the-job behavior. (Mod. 1999)
13-3 An employee shall be entitled to have a representative present during any meeting with the District which the employee has reasonable cause to believe will result in disciplinary action.
DISCHARGE AND DISCIPLINARY PROCEDURES.
1. A non-probationary Technician and Related employee shall not be disciplined or discharged without just cause.
2. Disciplinary action or measures shall follow Company policy, as amended from time to time. Employees may be coached, and counseled, and such coaching and counseling does not constitute formal disciplinary action, although such coaching and counseling may be used as the basis for future discipline. The Company recognizes the basic tenets of progressive and corrective discipline and, where appropriate, will follow a policy of progressive discipline for occurrences or disciplinary infractions.
3. Formal discipline will not be issued to non-probationary Technician and Related employees until the employee has been provided the opportunity to participate in an investigatory meeting. Investigatory meetings shall be offered and conducted in the following manner;
a. If a Company representative contacts an employee to schedule an investigatory meeting to discuss an alleged incident of misconduct, or requests that he provide a written statement regarding said matter, prior to holding an investigatory meeting the Company representative shall advise the employee that he may be subject to discipline as a result of the information he provides and that he has a right to Union Representation at such meeting. The Company shall document an employee’s refusal of such Union representation.
b. A request to delay an investigatory meeting for the purpose of obtaining representation, and/or scheduling purposes, shall not be unreasonably denied by the Company as long as a Union representative is reasonably available. However, under no circumstances shall the request for the presence of a particular Union representative be used to delay such interview. It is the responsibility of the employee who is the subject of the investigation to arrange for Union representation.
c. The employee under investigation, and his Union Representative, shall have the opportunity to present information relevant to the subject under investigation, including the sworn written statement of witnesses during the investigatory meeting. Should an employee choose not to participate in the investigatory meeting, or provide no new evidence to consider, the Company will make the determination of just cause for discipline on the evidence it has collected.
d. Nothing contained herein prevents the parties (i.e., employee(s) under investigation, the Union, and the Company) from reaching agreement upon...
DISCHARGE AND DISCIPLINARY PROCEDURES. A claim by an employee who has completed his probationary period that he has been suspended, discharged or disciplined without just and sufficient cause shall be treated as a grievance and taken up at Step 3 of the grievance procedure within fourteen (14) days of such suspension, discharge or discipline.
DISCHARGE AND DISCIPLINARY PROCEDURES. A claim by an employee that the employee has been unjustly discharged or suspended will be treated as a grievance if a written statement of such grievance is lodged with an Employee Relations designate within (5) five working days after the occurrence of the matter which is the subject of the grievance.
DISCHARGE AND DISCIPLINARY PROCEDURES. 20.01 All derogatory notations on an employeeís record shall be removed after eighteen (18) months.
20.02 The Company shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate discipline or discharge. Warnings shall be given in writing and a copy given to the Xxxxxxx. The warnings shall be signed by the Company, the disciplined employee and the Xxxxxxx. Should the employee refuse to sign, the Xxxxxxx shall sign to solely acknowledge the warning.
