Common use of DISCHARGE AND SUSPENSION CASES Clause in Contracts

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her probationary period, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her probationary period may initiate a problem/complaint at Step Two of the Problem Resolution Procedure alleging that she/he has been unjustly discharged/suspended. Such problem/complaint shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article 10.03 may be settled under the grievance or arbitration procedure by: a) confirming the University's action in discharging/suspending the employee, b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' Human Resources files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her probationary period, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her probationary period may initiate a problem/complaint at Step Two of the Problem Resolution Procedure alleging that she/he has been unjustly discharged/suspended. Such problem/complaint shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article clause 10.03 may be settled under the grievance or arbitration procedure by: a) confirming the University's action in discharging/suspending the employee, b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section Section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 The termination of employment of an employee at the end of a pre-determined period of employment or on completion of a specific project for which s/he was hired shall not be the subject of a grievance. 10.03 Where an employee is suspended or discharged after the completion of his/her probationary periodperiod and other than in accordance with clause 10.02, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five one (51) daysday. 10.03 10.04 An employee who has completed his/her probationary period and to whom clause 10.02 does not apply, may initiate a problem/complaint grievance at Step Two Three of the Problem Resolution Grievance Procedure alleging that shes/he has been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affectedeffected. 10.04 10.05 A grievance filed under the terms of Article 10.03 clause 10.04 may be settled under the grievance or arbitration procedure by: (a) confirming the University's action in discharging/suspending the employee, (b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, (c) by any other arrangement which may be deemed just and equitable. 10.05 10.06 Employees who have completed their probationary period have the right to review their Human Resources file Personnel files not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Employee Relations section Section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 10.07 It is agreed that disciplinary letters within employees' Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her their probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her their probationary period, the employee and the Association shall be informed, at the same time, of his/her their suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her their probationary period may initiate a problem/complaint grievance at Step Two of the Problem Resolution Grievance Procedure alleging that she/he has they have been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article 10.03 may be settled under the grievance or arbitration procedure by: a) confirming the University's action in discharging/suspending the employee, b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' Human Resources files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her their probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her their probationary period, the employee and the Association shall be informed, at the same time, of his/her their suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her their probationary period may initiate a problem/complaint grievance at Step Two of the Problem Resolution Grievance Procedure alleging that she/he has they have been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article 10.03 may be settled under the grievance or arbitration procedure by: a) confirming the University's action in discharging/suspending the employee, b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' Human Resources files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her probationary period, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her probationary period may initiate a problem/complaint grievance at Step Two of if the Problem Resolution Grievance Procedure alleging that shes/he has been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article clause 10.03 may be settled under the grievance or arbitration procedure by: (a) confirming Confirming the University's ’s action in discharging/suspending the employee,. (b) reinstating Reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, (c) by By any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' ’ Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her probationary period, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her probationary period may initiate a problem/complaint grievance at Step Two of if the Problem Resolution Grievance Procedure alleging that shes/he has been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article 10.03 may be settled under the grievance Grievance or arbitration procedure Arbitration Procedure by: (a) confirming the University's ’s action in discharging/suspending the employee,. (b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, (c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' ’ Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her probationary period, the employee and the Association shall be informed, at the same time, of his/her suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her probationary period may initiate a problem/complaint grievance at Step Two of if the Problem Resolution Grievance Procedure alleging that shes/he has been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article clause 10.03 may be settled under the grievance or arbitration procedure by: a) confirming Confirming the University's ’s action in discharging/suspending the employee,. b) reinstating Reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, c) by By any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file Personnel files not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' ’ Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.

DISCHARGE AND SUSPENSION CASES. ‌ 10.01 The discharge of an employee prior to the completion of his/her their probationary period shall not be the subject of a grievance. 10.02 Where an employee is suspended or discharged after the completion of his/her their probationary period, the employee and the Association shall be informed, at the same time, of his/her their suspension or discharge. The employee will be entitled to be accompanied to this meeting by an Association representative. A written confirmation of said discharge or suspension shall be provided to the employee and the Association within five (5) days. 10.03 An employee who has completed his/her their probationary period may initiate a problem/complaint grievance at Step Two of if the Problem Resolution Grievance Procedure alleging that she/he has they have been unjustly discharged/suspended. Such problem/complaint grievance shall be filed within five (5) days after the discharge/suspension has been affected. 10.04 A grievance filed under the terms of Article 10.03 may be settled under the grievance Grievance or arbitration procedure Arbitration Procedure by: (a) confirming the University's ’s action in discharging/suspending the employee,. (b) reinstating the employee without loss of seniority and with full compensation for time and credits lost, or, (c) by any other arrangement which may be deemed just and equitable. 10.05 Employees who have completed their probationary period have the right to review their Human Resources file not more than once yearly. In order to do so, employees are to submit their request, in writing, to the Staff Relations section of Human Resources. An appointment to review the Human Resources Resource file will be arranged within three (3) working days in Human Resources of the receipt of the request or within practical limitations. 10.06 It is agreed that disciplinary letters within employees' ’ Human Resources Resource files shall be removed after a two (2) year period provided that no further discipline has been recorded within that two (2) year period.