DISCHARGE AND DISCIPLINE CASES. 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five (5) working days thereafter, give written particulars of such censure to the President of the Union, with a copy to the employee involved.
(a) The Corporation will notify the Union and the employee in all discharge or suspension cases as soon as possible and not later than five (5) working days after the discharge or suspension, giving the name of the employee concerned and the reason for the discharge or suspension. The Parties, including the concerned employee(s), through their Union representative, agree to reasonably inform each other of the material facts in discharge or suspension cases in a timely fashion. To the extent possible, this information sharing will take place prior to the implementation of any discharge or suspension actions, unless circumstances warrant immediate action. Information sharing is not intended to impact time limits under the collective agreement unless mutually agreed otherwise. It is understood that the application of this provision is subject to privacy legislation.
(b) A claim by an employee that they have been discharged or suffered a disciplinary suspension without just cause shall be treated as a grievance if a written statement of such grievance is lodged with Human Resources or designate at Step 2 within three (3) working days after the discharge or suspension or within three (3) working days after the Union has been notified, whichever is the later.
(c) Such grievance may be settled by confirming the Corporation's action or by reinstating the employee with full compensation for time lost or by any other arrangement, which is just and equitable in the opinion of the conferring Parties or by the Arbitration Board.
(d) In the event an employee who is captured by Schedule “A” of this Agreement has their certification suspended by “the Base Hospital” (or any other governing body outside of the Corporation having the authority to take such action) to work in the classification and level they were most recently assigned to the employment of the employee with the Corporation, the Corporation shall first attempt to make reasonable accommodation into other work while the employee so affected makes efforts to resolve the issues which resulted in the suspension of certification. Should the Corporation not be able to make an accommodation in the cir...
DISCHARGE AND DISCIPLINE CASES. 14.1 When an employee with seniority is being dismissed, the Union will be notified prior to the Dismissal Notice, and a meeting shall be arranged immediately with the Director Human Resources, or the Director’s designate; at which meeting the dismissed employee, two (2) Union Representatives, the Manager concerned, or his designate, and the Director Human Resources, or the Director’s designate, shall be present.
14.2 A claim by an employee of unjust discharge shall be treated as a grievance, provided a written statement of such grievance is lodged through the Director Human Resources, or the Director’s designate, within five (5) working days of the discharge. If a satisfactory settlement is not arranged through the Director Human Resources, or the Director’s designate, the grievance shall be discussed between Management and the Bargaining Committee, and if no settlement is made following this conference, the grievance may then be submitted to arbitration as provided for in Article 12.
14.3 Notices of Discipline against an employee shall be cancelled after an elapsed period of one (1) calendar year from the most recent notice. Such Notices of Discipline will be removed from the employee's Company records and shall not be used against that employee in any future disciplinary action. A Xxxxxxx or Bargaining Committee member will be present when a notice of discipline is issued or an employee called for a disciplinary meeting which may result in the employee being disciplined.
DISCHARGE AND DISCIPLINE CASES. 8.01 In the event that an employee who has attained seniority is discharged or disciplined, the Employer at the time of discharging or disciplining such employee shall inform the employee of the reasons for such action, in writing, and if the employee feels that the discharge or discipline was not for just cause, the case may be taken as a grievance commencing at Step 2 of the Grievance Procedure. At the time of discipline or discharge of an employee, the employee is to be represented by the Local Association. The Employer shall advise the employee of this requirement in advance.
8.02 Such grievance must be presented in writing, dated, and signed within ten (10) working days following the discharge or discipline.
8.03 Such special grievances may be settled by confirming the Employer's action in dismissing the employee or by reinstating the employee with full compensation for time lost, or by an arrangement which is agreed to by all parties.
DISCHARGE AND DISCIPLINE CASES. In the event a member of the unit shall be discharged from his/her employment, the Union will be immediately notified, in writing, of such discharge. In all cases of discharge, a grievance, if any, must be filed in writing within ten (10) working days of the receipt of the notice of discharge provided in the above paragraph. Any employee or group of employees who are called into any office for the purpose of discipline may request the presence of the Chairman of the Grievance Committee or other Committee person and such requests shall not be denied by the Board. Normally employees will not be disciplined or given any reprimand in the presence of students or employees (excluding grievance committee members). Should the need for discipline arise, the Board agrees that the intent of the discipline will be to correct the employee. In determining discipline, the Board shall not consider verbal or written warnings which were issued more than twelve (12) months prior to the current penalty.
DISCHARGE AND DISCIPLINE CASES. 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five
DISCHARGE AND DISCIPLINE CASES. 11.01 Prior to any discharge or disciplinary action being taken, the University will convene a meeting between the supervisor and the employee to discuss the matter. This meeting will be convened within fifteen (15) working days of the Employer having knowledge of the act in question.
DISCHARGE AND DISCIPLINE CASES. 9.01 The Board agrees to notify the employee in all cases of discipline or discharge and the reason for the discipline or discharge. All such notification will be in writing and a copy of the notice will be sent to the President and Chief Xxxxxxx. All employees may be represented, at the employee’s request, by an officer or xxxxxxx of the union at any meeting where written notice of discipline or discharge is being served. Disciplinary meetings will be scheduled a minimum of 48 hours after written notice is given to the employee that a disciplinary meeting will be taking place and will be informed that they may have union representation at said meeting. The absence from the normal workplace of the officer or xxxxxxx will not be unreasonably withheld.
9.02 In cases of suspension or discharge resulting in a loss of pay, an employee claim of being unjustly suspended or discharged shall be treated as a grievance if the written statement of such grievance is lodged by the employee with the Senior Manager of Human Resource Services or a designate within three (3) working days after the suspension or discharge or within three (3) working days after the Union has been notified, whichever is later. The grievance will be initiated as Step 2 of the Grievance Procedure. Where the discipline has not resulted in a loss of pay, a claim by an employee of being unjustly disciplined shall begin at the start of the grievance procedure as a complaint as outlined in Article 8.01.
9.03 In this Article, days shall exclude Saturdays, Sundays and paid holidays.
DISCHARGE AND DISCIPLINE CASES. 13.01 No employee shall be disciplined or discharged except for just cause. An employee who is disciplined or discharged shall be given a reasonable opportunity to discuss the matter with his/her Union Xxxxxxx before leaving the plant. The termination of a probationary employee shall be considered for just cause unless the termination is contrary to Article 2.01 or if the termination is arbitrary, discriminatory or in bad faith. The Xxxxxxx shall be present during the imposition of such discipline or discharge. The Company will provide the employee with written confirmation of discipline. The Company will not discipline an employee more than five (5) working days after they become aware of events or matters given rise to discipline. The forgoing five (5) working day period shall not apply when an employee subject to discipline, necessary witnesses or key company representatives are absent. In such event, the Company will inform the Unit Chair or designate, and the parties will mutually agree on the duration of such extension.
13.02 An employee who is suspended for more than three (3) working days may file a grievance at Step 2 of the grievance procedure within three (3) working days after the suspension. An employee suspended for a period of three (3) working days or less shall be entitled to file a grievance at Step 1. An employee who is discharged shall be entitled to file a grievance at Step 2 of the grievance procedure within a period of four (4) working days of such discharge. Any time limits expressed in this clause may be extended by agreement between the parties.
13.03 Where an employee's grievance against his/her discharge or discipline duly comes before an arbitrator, the arbitrator may make a ruling:
(a) Confirming the Company's action, or
(b) Reinstate the employee with compensation for lost time, or
(c) Dispose of the grievance in any other manner which may be just and equitable.
13.04 Warning notices and notices of suspension will be removed from an employee's record twelve (12) months after the date of issuance of the notice provided that there is no further discipline imposed within the 12 month period, in which case the date of the issuance will be updated to the date of the most recent discipline.
DISCHARGE AND DISCIPLINE CASES. 9.01 A claim by a seniority employee that they have been unjustly discharged or disciplined, shall be treated as a grievance if a written statement of such grievance, clearly marked as to contents, is lodged with the Chief Administrative Officer within five (5) days after the discharge or discipline, or within five (5) days after the Union has received notification in writing by the Corporation of the discharge or discipline, whichever is the later. Such grievance shall be dealt with at Step 3 and the balance of the Grievance Procedure. The Employer shall have the exclusive right to discharge Employees during the probationary period provided the decision to discharge is not made in bad faith, or in an arbitrary or discriminatory manner, or in violation of the Human Rights Code, the Employment Standards Act or other employment related legislation.
9.02 The Corporation will notify the secretary of the Union in writing of all discharge or discipline cases, as soon as possible, but within five (5) days, giving the name of the employee concerned and the reason for the discharge or discipline.
9.03 Such grievance may be settled by confirming the Corporation's action, or by reinstating the employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or a Board of Arbitration.
9.04 If an employee, who has been warned or suspended for other than irregular attendance, maintains a clear record for eighteen (18) months following their last warning or suspension, the employee's record shall be cleared as of the end of such period.
9.05 In this Article 9, the word "days" shall not include Saturdays, Sundays, or Paid Holidays.
DISCHARGE AND DISCIPLINE CASES. The Company shall inform the Association, before or immediately after, suspending an employee. Whenever possible, an Association representative shall be present where such action may be taken. An Association representative shall be present at any meeting where an employee may be disciplined, suspended or discharged. Subject to no employee shall be discharged or disciplined without just cause. Before an employee is discharged for just cause, he will be suspended without pay for a period not to exceed three (3) working days in order to permit time to arrange an investigation. If, as a result of the investigation, it is determined that the employee should neither be discharged nor disciplined, he will be reimbursed for time lost due to the suspension (with no loss in seniority.) In the event that an employee is discharged or suspended from employment for five (5) days or more, the matter shall be taken up at Step of the Grievance Procedure. Such a grievance shall conform with and be subject to the provisions of Article of the Grievance Procedure, including the time limits therein set out and shall be in the form prescribed in Step I. In respect of any discharge or discipline grievance, an Arbitration Board may:
