DISCHARGE AND LAYOFF Sample Clauses

DISCHARGE AND LAYOFF. The employee shall deliver his signed griev- ance to the Union who may deliver such writ- ten grievance to the Labor Relations office and proceed as set forth in Step 2 of this Section. Unless the written grievance signed by the em- ployee has been delivered to the Labor Rela- tions office within ten (10) calendar days after the discharge or layoff complained of, the grievance shall be deemed to be waived.
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DISCHARGE AND LAYOFF. Upon the next regular employer pay period after 30 days of a discharge or layoff, an Employee shall be “cashed out” of all unused PTO at the rate of 25% of the Employee’s account balance at the then applicable wage rate. If an Employee returns to work for the Employer within one (1) year, the Employee shall have their PTO balance restored, minus the “cash-out” payment at discharge or layoff. Effective July 1, 2019, the parties understand that any sick or paid time-off policy enacted by a Government agency shall be waived whenever possible. For example: the Seattle City Council has passed a xxxx that would add a new chapter to 14.16 of the Seattle Municipal Code requiring Employers with employees in the City of Seattle to provide paid sick time/days and paid safe time/days to their employees. The parties hereby agree that any requirement to provide any leave required by said xxxx, either in its current or amended form, or by a substitute xxxx is hereby waived. The waiver is made knowingly by the Union and the Employer.
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DISCHARGE AND LAYOFF. NOTICE OF REASON FOR A. When an employee is discharged or laid off, the employee will be given written notice, dated and signed by his/her Xxxxxxx and proper company representative, giving reason for such discharge or layoff. A carbon copy of same will be furnished to the Job Xxxxxxx. Termination slips will be supplied by Local Union. B. An Individual Employer who discharges an employee for just cause must notify the Union in writing within five (5) working days of such discharge of the reason or reasons therefore, failing which it shall be conclusively presumed that the discharge was not for just cause.
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DISCHARGE AND LAYOFF. 1. No employee shall be discriminated against in any manner because of his membership in the Union, or because of his holding an office in the Union, or acting on any committee elected by the Union. 2. Whenever it becomes necessary to reduce the number of employees for any reason whatsoever, the employee shall be considered as laid off, and will be given first opportunity when any vacancies occur. The Company agrees to advise the Union in the event of its not having a full list of such employees as may have been affected by a reduction of staff. 3. Layoffs and re-employment shall be based on the seniority list as defined in Article 9, section 1, that is, the last hired shall be the first laid off and the last laid off shall be the first recalled, provided always that the senior employee has the ability to perform the work available. Layoff of an employee on seniority shall be made only on a forty (40) hour notice to that employee. 4. Employees who have been laid off and not discharged shall remain on the seniority lists of the Company for one (1) year, and shall be re-employed in order of seniority as soon as possible. 5. When the Company finds it necessary to layoff or discharge a Shop Xxxxxxx, the Union shall be notified prior to such layoff or discharge. In the case of layoff, the Company agrees to give eight (8) hours' notice to the Union. 6. In the event of an employee on the seniority list being suspended or discharged from employment and believing he has been unjustly dealt with, such suspension or discharge shall constitute a case to be handled in accordance with the method of adjustment of grievance herein provided. Should it be decided under the Grievance and Arbitration procedures that an injustice has been done with regard to the employee's suspension or discharge, the Company agrees to reinstate him and to reimburse him for the wages he would normally have earned for the time lost, from the date of filing the grievance, less the amount the employee has received in outside employment since his suspension or discharge.
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DISCHARGE AND LAYOFF. Pursuant to Civil Service Law, no employee within the Unit shall be discharged except for just cause and after a hearing. Summer, temporary, provisional, probationary and seasonal employees shall be laid off in that order before permanent employees. Priority for rehire shall be based on the inverse order of lay off, i.e., the last person terminated, first one rehired. The Town will give at least four (4) weeks’ prior notice to the Union of any layoffs. The Town will notify the Union, in writing, when an employee is terminated for any reason.
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DISCHARGE AND LAYOFF. A. PRESENCE OF UNION REPRESENTATION — At any meeting between the Individual Employer and the employee where the employee reasonably believes discipline may be discussed, the employee shall be entitled to the presence of a union representative.
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DISCHARGE AND LAYOFF. SECTION 1. Employees discharged or laid off shall be paid immediately, and the xxxxxxx on the job must be notified of such action before the discharge or layoff becomes effective. Employees who quit shall be required to wait until the next regular pay day for their pay, unless the Employer chooses to pay them prior to the regular pay day. Discharged employees may be paid off at the Employer's established office, in which event the employees shall be entitled to an additional two (2) hours pay. SECTION 2. Employees who start work at 8:00 a.m. shall not be discharged before noon; and employees who start work at 12:30
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Related to DISCHARGE AND LAYOFF

  • DISCHARGE AND SUSPENSION A. A suspended or discharged seniority employee will be allowed to discuss his/her suspension or discharge with the President or Vice President. The Board will allow the discussion before the employee is required to leave the property of the Board. If the President or Vice President is not available during the discharged employee’s shift, the employee may meet with the President or Vice President on Board property up to twenty-four hours after the end of his/her shift. Nothing contained herein, however, shall prevent the Board from requiring the summary removal of the offending employee if it appears that the safety of any person, property, or the maintenance of order requires such summary removal. The President or Vice President will not allow other employees to become involved in the discussion. Upon request of the Association, the Board’s designated representative will discuss the suspension with the Association representative and the employee. B. Grievances protesting the discharge or suspension will commence at Step Two and must be filed within three (3) working days after the action was taken. Failure to abide by this time limit shall be construed as a waiver, by both the Association and the employee involved, of any protest of the action. If a seniority employee is notified that he/she will be suspended, the suspension will not take effect, if a timely grievance has been filed, until after the third (3) step of the grievance procedure, unless the Board deems it is necessary to immediately suspend for maintenance of order, safety of person(s) or property. C. Any award of back wages shall be limited to the amount of wages that the employee would otherwise have earned, less any compensation that he/she may have received from any source during the period of back pay. D. The Board has the right to discharge for just cause. No seniority bargaining unit member shall be disciplined without just cause. E. The Board agrees, when suspending or discharging an employee, to notify, in writing, the employee and the Association, including the UniServ Director. F. In imposing discipline on a current charge, the Board will not take into account prior infractions which occurred more than two (2) years previously, nor impose discipline on an employee for inadvertent errors or mistakes on his/her employment application, after a period of one year from his/her date of seniority, except in cases of felony convictions.

  • DISCHARGE AND WITHDRAWAL Client may discharge Attorney at any time. Attorney may withdraw with Client’s consent, for good cause or as allowed or required by law upon ten

  • Discharge Grievance (a) An employee shall only be discharged from the employment for just cause, except that an employee who has not completed the probationary period may be released based on a fair and proper assessment against reasonable standards of performance and suitability. An allegation of action contrary to this clause may be taken up as a grievance. As a good labour relations practice, the Home agrees to provide written reasons within seven (7) calendar days to the affected employee in the case of discharge or suspension. (b) Such grievance shall proceed directly to Step No. 1 of the grievance procedure and must be presented in writing, dated and signed within ten (10) days following the discharge. (a) If an employee is to be reprimanded or disciplined, she may have a Union Representative present if she so requests. (b) If an employee is to be suspended or discharged, the Employer shall notify her of this right prior to the outset of the meeting. (c) The Union Representatives undertake to be reasonably available in person or by telephone for such meeting. In extraordinary circumstances when a Union Representative is unavailable, the Union Representative shall provide an alternate representative.

  • Discharge and Defeasance Subject to certain conditions, the Company at any time may terminate some of or all its obligations under the Securities and the Indenture if the Company deposits with the Trustee money or U.S. Government Obligations for the payment of principal and interest on the Securities to redemption or maturity, as the case may be.

  • DISCHARGE AND DISCIPLINE (a) No employee, who has acquired seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator. (b) The Owner agrees that whenever an interview is held with an employee regarding their work or conduct which becomes part of their record, the store xxxxxxx on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee. (a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be emailed to the Union Office as soon as possible, but no more than seven (7) days of the incident giving rise thereto. (b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. (c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands arising from Harassment or Violence in the Workplace shall not be subject to this provision.

  • Discharge Planning If further care at home or in another facility is appropriate following discharge from the Hospital, Blue Shield will work with the Member, the attending Physician and the Hospital discharge planners to determine the most appropriate and cost effective way to provide this care.

  • Discharge; Reinstatement Each Guarantor’s obligations hereunder will remain in full force and effect until the principal of, premium, if any, and interest on the Notes and all other amounts payable by the Company under this Indenture have been paid in full. If at any time any payment of the principal of, premium, if any, or interest on any Note or any other amount payable by the Company under this Indenture is rescinded or must be otherwise restored or returned upon the insolvency, bankruptcy or reorganization of the Company or otherwise, each Guarantor’s obligations hereunder with respect to such payment will be reinstated as though such payment had been due but not made at such time.

  • DISCHARGE CASES If an employee believes that he has been unjustly discharged he may commence grievance procedure and it will be instituted at Step 2.

  • Discharge Procedure An employee who has completed the probationary period may be dismissed, but only for just cause, and only upon the authority of the Employer. The immediate Manager may suspend an employee but shall immediately report such action to the Executive Director. When an employee is discharged or suspended, the employee shall be given the reason in the presence of the Xxxxxxx. Such employee and the Union shall be advised promptly in writing by the Employer of the reason for such discharge or suspension.

  • DISCHARGE, SUSPENSION AND WARNING 22.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be a written one, and a copy of this warning will be forwarded immediately to the regional office of Local 52. 22.02 An employee may be suspended or discharged for proper cause by the Employer. Within five (5) workdays following suspension or discharge, the employee involved, together with a Local 52 Representative, may interview the Employer concerning the reason leading to the suspension or discharge. Within five (5) workdays following the interview, the Union may submit the complaint to arbitration.

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