Common use of DISCHARGE AND DISCIPLINARY PROCEDURES Clause in Contracts

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. 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 the Senior Coordinator of Employee Relations designate within seven (75) five 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 '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 that the Board intends to give suspend an employee a written reprimand, suspend the employee for more than part of a day or to discharge the employee, the employee's immediate supervisor 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 Failure to so inform the employee 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 employee, the Board shall, within 5 (5) five 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 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 personnel 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. 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.including 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 '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 that the Board intends to give suspend an employee a written reprimand, suspend the employee for more than part of a day or to discharge the employee, the employee's immediate supervisor 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 Failure to so inform the employee 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 employee, the Board shall, within 5 (5) five 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 a year and shall be in the presence of such Superintendent or designate. The employee's response to anything contained anythingcontained 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 employeeTheemployee's Human Resources personnel file shall be defined herein as such file containing the employeetheemployee's official work record including all references to performance, evaluation, ,and discipline.

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 the Senior Manager, Continuing Education within seven (7) working five 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 '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 personnel file with prior arrangement made with the Superintendent of Senior Manager, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. If so requested an employee shall be provided with any document contained within. 8.05 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for five (5) years. 8.06 In the event that the Board intends to suspend an employee for more than part of a day or to discharge the employee, the employee’s immediate supervisor, or designate of the Board shall inform such employee that a xxxxxxx may be present. Failure to so inform the employee shall not affect the validity of the suspension or discharge.

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 the Senior Manager, Continuing Education within seven five (75) 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 '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 five (5) days, allow the employee to inspect the employee's Human Resources personnel file with prior arrangement made with the Superintendent of Senior Manager, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear a year and shall be in the presence of such Superintendent Senior Manager, Continuing Education 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 8.05 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, and/or for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, and the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for five (5) years. 8.06 In the event that the Board intends to suspend an employee for more than part of a day or to discharge the employee, the employee's immediate supervisor, or designate of the Board shall inform such employee that a xxxxxxx may be present. Failure to so inform the employee shall not affect the validity of the suspension or discharge.

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 the Senior Coordinator of Employee Relations designate within seven (75) five 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 '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 that the Board intends to give suspend an employee a written reprimand, suspend the employee for more than part of a day or to discharge the employee, the employee's immediate supervisor 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 Failure to so inform the employee 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 employee, the Board shall, within 5 (5) five 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 a year and shall be in the presence of such Superintendent Superinte ndent 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 personnel 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. 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 the Superintendent of Education, Personnel within seven (75) working five 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 '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 that the Board intends to give suspend an employee a written reprimand, suspend the employee for more than part of a day or to discharge the employee, the employee's immediate supervisor 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 Failure to so inform the employee shall not affect the validity of the reprimand, suspension or discharge. Employee Human Resources Personnel File: 8.05 i) At the written request of an employee employee, the Board shall, within 5 (5) five days, allow the employee to inspect the employee's Human Resources personnel file with prior arrangement made with the Superintendent of Education, Human Resources Personnel or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 8.06 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three

DISCHARGE AND DISCIPLINARY PROCEDURES. 8.01 A claim by an employee that the employee has been unjustly discharged or suspended will for more than part of a day be treated as a grievance if a written statement of such grievance is lodged with an Employee Relations designate at Stage Three within seven five (75) working days after the occurrence of the matter which is discharge or suspension. Such written statement shall state the subject nature of the grievance. 8.02 , 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. At the written request of an employee the Board shall, within days, allow the employee to inspect the personnel file with prior arrangement made with the Superintendent of Education, Personnel or designate. Such grievance inspection may be settled under made up to twice a year and shall be the grievance procedurepresence 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, including arbitration/mediationevaluation, provided by this Agreementand discipline. Where an employee has a clear record for three (3) years following a threat of discharge, commencing with Stage Two. 8.03 If for one (1) year following a suspension or a written or oral warning, the prior record shall be destroyed and not be used against the employee in any subsequent discipline. Where the Board censures issues an adverse report concerning an employee, such employee in may, if the employee acknowledges receipt of a copy of such report, file a manner as to indicate that reply thereto with the Board within ten (10) days from such receipt and such reply shall become a repetition part 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 's file. 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 therefor 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. 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 the Senior Coordinator of Employee Relations designate within seven (75) five 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 Three. 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 '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 that the Board intends to give suspend an employee a written reprimand, suspend the employee for more than part of a day or to discharge the employee, the employee's immediate supervisor 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 Failure to so inform the employee 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 employee, the Board shall, within 5 (5) five 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 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 personnel shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. Employees shall be responsible to insure such official file reflects their up-to-date qualifications and awards. Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for (5) years.

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 the Coordinator, Continuing Education within seven (7) working five 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 '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 personnel file with prior arrangement made with the Superintendent of Coordinator, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. If so requested an employee shall be provided with any document contained within. 8.05 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for five (5) years. 8.06 In the event that the Board intends to suspend an employee for more than part of a day or to discharge the employee, the employee’s immediate supervisor, or designate of the Board shall inform such employee that a xxxxxxx may be present. Failure to so inform the employee shall not affect the validity of the suspension or discharge.

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 the Senior Manager, Continuing Education within seven (7) working five 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 '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 personnel file with prior arrangement made with the Superintendent of Senior Manager, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. If so requested an employee shall be provided with any document contained within. 8.5 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three

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 the Senior Manager, Continuing Education within seven (7) working five 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 's discharge, it shall prepare a written memorandum me morandum 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 personnel file with prior arrangement made with the Superintendent of Senior Manager, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. If so requested an employee shall be provided with any document contained within. 8.05 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for five (5) years. 8.06 In the event that the Board intends to suspend an employee for more than part of a day or to discharge the employee, the employee’s immediate supervisor, or designate of the Board shall inform such employee that a xxxxxxx may be present. Failure to so inform the employee shall not affect the validity of the suspension or discharge.

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.including 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 '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 five (5) days, allow the employee to inspect the employee's Human Resources personnel file with prior arrangement made with the Superintendent of Coordinator, Continuing Education, Human Resources or designate. Such inspection may be made up to twice ayear a year and shall be in the presence of such Superintendent Coordinator, Continuing Education 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline. 8.05 Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three (3) years following a threat of discharge, and/or for one (1) year following a suspension or a written or oral warning, the employee's prior record will not be used against the employee in any subsequent discipline, and the corresponding documents will be removed from the file. However, if the incident has a direct impact on the employee's relationship with students, the Board may retain the record for five (5) years. 8.06 In the event that the Board intends to suspend an employee for more than part of a day or to discharge the employee, the employee's immediate supervisor, or designate of the Board shall inform such employee that a xxxxxxx may be present. Failure to so inform the employee shall not affect the validity of the suspension or discharge.

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 the Superintendent of Education, Personnel within seven (7) working five 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 Three. If the Board censures an employee in such a manner as to indicate that a repetition of any offence offence. or failure to perform may lead to the employee’s '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 employee, the Board shall, within 5 days, allow the employee to inspect the employee's Human Resources personnel file with prior arrangement made with the Superintendent of Education, Human Resources Personnel or designate. Such inspection may be made up to twice ayear 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 personnel file shall be defined herein as such file containing the employee's official work record including all references to performance, evaluation, and discipline.. Where the Board issues an adverse report concerning an employee, such employee may, if the employee acknowledges receipt of a copy of such report, file a reply thereto with the Board within ten (10) days from such receipt and such reply shall become a part of the employee's file. Where an employee has a clear record for three years following a threat of discharge, for one