DISCHARGE AND SUSPENSIONS. A grievance concerning a discharge shall not be entertained which is not filed with The Company in writing within seven days (Saturdays, Sundays, and observed holidays excepted) of the time of discharge. Where an employee is discharged at a foreign terminal, the hourly limitations shall commence at the time of his arrival at his home terminal. Discharge grievance shall follow grievance procedure aforementioned.
DISCHARGE AND SUSPENSIONS. SECTION 1. No Supervisor shall be disciplined or discharged without just cause, and a Governing Body hearing. Removal from office shall be in compliance with applicable statutes and P.E.R.C. rules.
DISCHARGE AND SUSPENSIONS. 13.01 Any case pertaining to a discharge or suspension shall be handled in accordance with Article 28, Section 2 of the Western Supplemental Agreement.
DISCHARGE AND SUSPENSIONS. A) Discharge and suspensions shall be in writing to the employee, and a copy shall be furnished to the Chapter Chairman or their designee and mailed to the AFSCME Council Representative within twenty-four (24) hours except Saturday, Sunday, and holidays. The written notice shall generally state the reason(s) for the discharge or suspension.
B) The discharged or suspended employee will be allowed to discuss their discharge or suspension with their Xxxxxxx and/or the Chapter Chairman of the unit, and the Employer will make available an area where the employee may do so before the employee is required to leave the property of the Employer. Upon request, the Employer or their designated representative will discuss the discharge or suspension with the employee and the Xxxxxxx in an attempt to resolve disputes.
C) Appeal of Discharge or Suspension: Should the discharged or suspended employee consider the discharge or suspension to be improper, a grievance shall be presented in writing through the Xxxxxxx to the Employer within three
DISCHARGE AND SUSPENSIONS. Section 1. In the event of consideration of dismissal, discharge or suspension, a meeting will be held with the employee and his/her representation. The Employer shall not dismiss, discharge or suspend any employee whose name appears on a seniority list without just cause. In the case of dismissal, discharge or suspension, The Union Representative shall be advised of the reasons for the dismissal, discharge or suspension as soon as possible. Written notification of dismissal, suspension, or other disciplinary action shall be sent to the employee and the Union.
Section 2. All disciplinary suspensions shall be without pay. A Suspension during an investigative period shall be paid. No suspension shall be in effect for a period of more than ten (10) working days.
DISCHARGE AND SUSPENSIONS. 11.01 In the event an employee who has completed probation is dismissed from employment and the employee contends that the dismissal is without just and sufficient cause, the matter may be taken up as a grievance in accordance with Article 9. It is understood that a lesser standard of just cause may be applied to probationary employees than to seniority employees in matters of discipline and/or discharge.
11.02 Such grievance shall start at Step 1 of the grievance procedure and be processed in accordance with the provision of that section (Article 9.02, Step 1).
11.03 All agreements reached under the grievance procedure between the Employer and its representatives, and the Union and its representatives, will be final and binding upon the Employer, the Union and the employee(s) involved.
11.04 An employee shall have the right, upon reasonable written request, to have access to and review her personnel file, within seventy-two (72) hours of the written request, in the presence of the Executive Director or designate, and shall have the right to respond in writing to any document contained therein: which response shall become part of the permanent record. The employee shall have the right to request, in writing copies of any document that is considered part of the personnel file. This information is to be provided within three (3) days by the Employer. Any disagreement as to the accuracy of information contained in the employees file may be subject to the grievance procedure.
11.05 Dismissal grievances will be settled by confirming the Employer's action or by reinstating the employee in a manner that is just and equitable in the opinion of the conferring parties or the board of arbitration, as the case may be.
11.06 Letters of reprimand are to be removed from an employee’s record after twelve (12) months from the date of reprimand. Provided the employee does not receive any further disciplinary actions during the twelve (12) month period.
11.07 An employee subject to disciplinary action shall have the right to request the presence of a Union rep or if one is not available, a member representative of the employee's choice who is working on the current shift. A copy of any disciplinary letter or letter of termination will be provided to the Vice President – Private Homes of the local Union.
11.08 A copy of all disciplinary letters and letters of Termination will be sent to the CUPE Local 1263 Office, Attention Vice President – Private Homes.
DISCHARGE AND SUSPENSIONS. 11.01 A claim by an employee who has completed the probationary period that she has been discharged or suspended without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the General Manager at Step #2 of the grievance procedure within five ( 5) days after the employee is made aware of the suspension or discharge. Such special grievance may be resolved by:
(a) confirming the Employer’s action;
(b) reinstating the employee with or without full compensation for time lost;
(c) any other arrangement, which is just and equitable in the opinion of the conferring parties or through arbitration.
11.02 An employee who has been dismissed during her shift shall be granted a reasonable period of time to meet with a xxxxxxx, if available, or other bargaining unit employee, before leaving the premises. The xxxxxxx will obtain permission from her immediate supervisor and indicate the probable duration of her absence from her duties. Such permission will not be unreasonably withheld. This will not apply to circumstances where the employee must be removed from the Employer premises or where a Xxxxxxx is not immediately available (“available” means on the premises).
11.03 Any notice of disciplinary action, which is intended to form part of an employee’s record shall be given in the presence of a Xxxxxxx, with a copy given to the Union. All such notices shall be withdrawn from the employee’s file if the employee has had no further discipline for a period of 24 months.
11.04 Provided an employee submits a request in writing, an employee shall be granted the opportunity to view her personnel file. Within a reasonable period of time, the General Manager will establish a time for the employee to view the file.
DISCHARGE AND SUSPENSIONS. 13.01 Any case pertaining to a discharge or suspension shall be han- dled in accordance with Article 28, Section 2 of the Western Supplemental Agreement.
DISCHARGE AND SUSPENSIONS. A claim by an employee, other a probationary employee, that he has been discharged or suspended without reasonable cause may be treated as a grievance. Such grievance will be submitted in accordance with the provisions of Article at Step provided that the grievance is submitted within three (3) working days the date of discharge or suspension.
DISCHARGE AND SUSPENSIONS. A. No employee shall be disciplined or discharged without just cause. An employee who has been disciplined or discharged may grieve such action in accordance with the provisions set forth in Article XX entitled "Grievance Procedures".
B. Upon any suspension, demotion, discharge or any other appropriate disciplinary action against any employee, a copy of such charges shall be forwarded to the President of the Association within five (5) working days after any such action against said employee is taken by the Employer.
C. This Article does not apply to probationary employees.
