Common use of DISCHARGE AND DISCIPLINE CASES Clause in Contracts

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. 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.his/ 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 ’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. 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 his designate; at which meeting the dismissed dis- missed employee, two (2) Union Representatives, the Manager concerned, or his designate, Supervisor concerned and the Director Human Resources, or the Director’s his designate, shall be present. 14.2 . A claim by an employee of unjust discharge that he has been unjustly shall be treated as a grievance, provided a written writ- ten statement of such grievance is lodged through the Director Human Resources, or the Director’s his designate, within five (5) working days of the discharge. If a satisfactory settlement settle- ment is not arranged through the Director Human Resources, or the Director’s his designate, the grievance shall be discussed dis- cussed between Management and the Bargaining Committee, and if no settlement is made following this conference, the grievance may then be submitted to arbitration arbi- tration as provided for in Article 12. 14.3 Notices of Discipline against an employee shall be cancelled celled after an elapsed period of one (1) calendar year from the his most recent notice. Such Notices of Discipline will be removed from the employee's ’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 disciplinedissued.

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 his/her 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. 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, Supervisor concerned 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 treat- ed 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 dis- cussed between Management and the Bargaining Committee, and if no settlement is made following this conference, the grievance may then be submitted to arbitration arbi- tration as provided for in Article 12. 14.3 Notices of Discipline against an employee shall be cancelled can- celled 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 ’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. 14.1 When an employee with seniority is being dismissed, the Union will be notified prior to the priortothe Dismissal Notice, and a meeting shall be arranged immediately with the Director Human Resources, or the Director’s his designate; at which meeting the dismissed employee, two (2) Union RepresentativesRepre- sentatives, the Manager concerned, Xxxxxxx or his designate, Supervisor concerned and the Director Human Resources, or the Director’s his designate, shall be present. 14.2 A claim by an employee of unjust discharge that he has been unjustly discharged shall be treated as a grievance, provided a written statement of such grievance is lodged through the Director Human Resources, or the Director’s designatehis desig- nate, within five three (53) working days of the discharge. If a satisfactory settlement is not arranged through the Director Human Resources, or the Director’s his designate, the grievance shall be discussed between Management and the Bargaining Grievance 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 his most recent notice. Such Notices of Discipline will be removed from the employee's Company ’s Corn- pany records and shall not be used against that employee in any future disciplinary action. A Xxxxxxx I 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 disciplinedissued.