Common use of DISCHARGE AND SUSPENSION CASES Clause in Contracts

DISCHARGE AND SUSPENSION CASES. 24.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual. 24.02 If an employee knowingly violates a company rule, or their job performance does not meet reasonable expectations, then disciplinary action is called for. After identifying the problem, the supervisor will counsel the employee on the need to improve, and in addition, make sure that: a. there are no work conditions and job related issues preventing the employee from performing the job. b. proper on-the-job training has taken place. c. the employee has received regular performance feedback and reviews. 24.03 If sub-standard performance or rule violations persist, then formal disciplinary action is called for and in most cases will take the following progressive steps: Counselling interviews which would be attended by the supervisor and the employee. a. Verbal warning. b. Written warning with a copy sent to the Union. c. Suspension without pay.

DISCHARGE AND SUSPENSION CASES. 24.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual. 24.02 If an employee knowingly violates a company rule, or their job performance does not meet reasonable expectations, then disciplinary action is called for. After identifying the problem, the supervisor will counsel the employee on the need to improve, and in addition, make sure that: a. there are no work conditions and job related issues preventing the employee from performing the job. b. proper on-the-job training has taken place. c. the employee has received regular performance feedback and reviews. 24.03 If sub-standard performance or rule violations persist, then formal disciplinary action is called for and in most cases will take the following progressive steps: : a. Counselling interviews which would be attended by the supervisor and the employee. a. b. Verbal warning. b. c. Written warning with a copy sent to the Union. c. d. Suspension without pay.

DISCHARGE AND SUSPENSION CASES. 24.01 23.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual. 24.02 23.02 If an employee knowingly violates a company rule, or their job performance does not meet reasonable expectations, then disciplinary action is called for. After identifying the problem, the supervisor will counsel the employee on the need to improve, and in addition, make sure that: a. a) there are no work conditions and job related issues preventing the employee from performing the job. b. b) proper on-the-job training has taken place. c. c) the employee has received regular performance feedback and reviews. 24.03 23.03 If sub-standard performance or rule violations persist, then formal disciplinary action is called for and in most cases will take the following progressive steps: Counselling : a) Counseling interviews which would be attended by the supervisor and the employee. a. b) Verbal warning. b. c) Written warning with a copy sent to the Union. c. d) Suspension without pay.

DISCHARGE AND SUSPENSION CASES. 24.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual. 24.02 If an employee knowingly violates a company rule, or their job performance does not meet reasonable expectations, then disciplinary action is called for. After identifying the problem, the supervisor will counsel the employee on the need to improve, and in addition, make sure that: a. a) there are no work conditions and job related issues preventing the employee from performing the job. b. b) proper on-the-job training has taken place. c. c) the employee has received regular performance feedback and reviews. 24.03 If sub-standard performance or rule violations persist, then formal disciplinary action is called for and in most cases will take the following progressive steps: : a) Counselling interviews which would be attended by the supervisor and the employee. a. b) Verbal warning. b. c) Written warning with a copy sent to the Union. c. d) Suspension without pay.

DISCHARGE AND SUSPENSION CASES. 24.01 23.01 The purpose of a formalized disciplinary policy is to have a system which identifies non-compliance with company rules, procedures and job performance standards, and to implement consistently and impartially procedures that will ultimately lead to either correction or termination; the choice will be made by the employee whose behaviour is in question. It is the Employer’s desire to institute a Responsible and Progressive Discipline Approach which by definition is the development in people of a willingness to obey and abide by company rules, regulations and job performance standards. The aim is to help, not to harm the individual. 24.02 23.02 If an employee knowingly violates a company rule, or their job performance does not meet reasonable expectations, then disciplinary action is called for. After identifying the problem, the supervisor will counsel the employee on the need to improve, and in addition, make sure that: a. a) there are no work conditions and job related issues preventing the employee from performing the job. b. b) proper on-the-job training has taken place. c. c) the employee has received regular performance feedback and reviews. 24.03 23.03 If sub-standard performance or rule violations persist, then formal disciplinary action is called for and in most cases will take the following progressive steps: Counselling interviews which would be attended by the supervisor and the employee.: a. a) Verbal warning. b. b) Written warning with a copy sent to the Union. c. c) Suspension without pay.