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 CASES. (a) Once an employee, who has attained seniority status, has been discharged from his employment, the case may be taken up as a grievance where the employee is of the opinion that his termination was without just cause.
(b) Where an employee has been discharged or suspended, he shall have the right to interview his shop xxxxxxx for a reasonable period of time before leaving the premises. The employee shall be given written reasons for the discharge or suspension within seven (7) days and a copy shall be forwarded to the Union Office. The employee shall also be given the appropriate documents for employment insurance purposes.
(c) The Union acknowledges that the dismissal of a probationary employee may be carried out for reasons less serious than what would be justified for a non- probationary employee and may be carried out at the discretion of the Company at any time during the probationary period. The grievance procedure shall not apply to employees who have not attained seniority unless there is a claim that said decision to terminate is arbitrary, discriminatory or in bad faith.
9.02 Any grievance relating to a suspension or discharge shall be filed at Step No. 3 within five (5) days from the date the Union Office receives the written reasons for the suspension or discharge. Receipt of the written reasons shall be proven by means of a facsimile confirmation.
9.03 Grievances alleging unjust discharge may be settled by confirming the Company’s action in dismissing the employee, or by reinstating with full compensation for time lost, or by any other arrangement, which is just and equitable in the opinion of the conferring parties.
9.04 No discipline shall be taken after ten (10) days of the date of the incident giving rise to the discipline or the date on which the Company could reasonably have become aware of the incident, whichever is later. Furthermore, no entry shall be made on an employee's record regarding work performance or conduct, unless the matter is first discussed with the employee in the presence of his Union Xxxxxxx or the Union Business Agent. The employee may waive the assistance of the Union by doing so in writing in advance or at the time of the meeting. A copy of any adverse record shall be supplied to the employee and a copy shall be forwarded to the Union Office. Any written response by the employee and/or the Union shall be appended to such record and form part of said file.
9.05 Upon request by an employee, that employee's record w...
DISCHARGE CASES. A claim by a seniority employee that he has been discharged without reasonable cause shall be treated as a grievance and shall commence at Stage 3 of Article 8.05, provided a written grievance signed by the employee and his xxxxxxx is presented to the District Manager within five (5) days after the discharge. The Staff Representative of the Union will be permitted to attend the meeting held pursuant thereto, with the Director of Operations.
DISCHARGE CASES. 9.01 In the event of an employee who has attained seniority being discharged from employment or suspended, he shall have the right to interview a xxxxxxx and/or Union Representative for a reasonable period of time before leaving the plant premises. If the employee feels that an injustice has been done, the case may be taken up as a grievance.
9.02 All such cases shall be taken up within three (3) working days and disposed of within seven (7) working days of the date the employee is notified of his discharge, except where a case is taken to arbitration. A claim by an employee who has attained seniority that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement of such grievance, signed by the employee, is lodged with the Plant Manager or designate within three (3) working days after the employee is notified of his discharge. The Union will be notified of the name of the Plant Manager's designate on a current basis. All preliminary steps of the grievance procedure prior to Step No. 3 will be omitted in such cases.
9.03 Such special grievance may be settled by confirming the Management's action in dismissing the employee or by reinstating the employee in his former position with full seniority and compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or arbitrator, as the case may be.
9.04 A grievance involving the suspension of an employee may be settled by an arbitrator by confirming the Management's action in regard to the suspension, by declaring that the suspension was unjust and awarding compensation to the employee for time lost, or by any other arrangement which is just and equitable in the opinion of the Arbitrator.
DISCHARGE CASES. A claim by an employee who has completed the probationary period that the employee has been discharged without just cause, shall be treated as a grievance if a written statement of such grievance is lodged with the Director of Education or a designate at Step No. 3 of the grievance procedure within ten (10) working days after the employee ceases working for the Employer. Failing agreement at Step No. 3 of the grievance procedure, the matter may be submitted to an Arbitration Board as defined in Article 8. Such special grievances may be settled by:
(a) confirming the Employer's action in dismissing the employee; or
(b) reinstating the employee with full compensation for time lost; or
(c) any other arrangement which is just and equitable in the opinion of the conferring Parties or the Board of Arbitration provided said arrangement is consistent with the provisions of Article 8.06.
DISCHARGE CASES. 10.01 In the event of an Employee who has attained seniority being discharged from employment, and the Employee feeling that an injustice has been done, the case may be taken up as a grievance.
10.02 All such grievances shall be filed within five (5) working days of the discharge with the Director of Employee and Labour Relations, or their designate. A grievance meeting shall be held within a further five (5) working days and the Director of Employee and Labour Relations, or their designate, shall render a decision in writing within five (5) working days of the grievance meeting. If the final settlement of the grievance is not arrived at it may be referred to an Arbitrator, as provided for in Article 7 within fifteen (15) days of when the decision was rendered. All preliminary steps of the grievance procedure prior to Step No.2 will be omitted in such case. The timelines contained in this article may be extended only by mutual consent of both parties.
10.03 Such special grievances may be settled by confirming management's action in dismissing the Employee, or by reinstating the Employee with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.
10.04 When an Employee has been dismissed without notice, a member of the Grievance Committee shall have the right to interview the Employee before they leave the City (HSR)'s premises. An Employee who declines to be interviewed must sign a waiver form.
DISCHARGE CASES. A claim by an employee who has completed his/her probationary period that he/she has been unjustly discharged shall be treated as a grievance if a written statement of such grievance is lodged with the Board at Step No. 2 within five (5) working days after the discharge is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
(a) confirming the Board's action in dismissing the employee;
(b) by any other arrangement which may be deemed just and equitable.
DISCHARGE CASES. A claim by any employee that he/she has been discharged without cause shall be treated as a grievance and shall commence at Step 3 of Article 20.03 provided a written grievance signed by the employee and his/her Xxxxxxx is presented to the designated official within five (5) days after the discharge.
DISCHARGE CASES. 9.01 In the event of an employee, who has attained seniority, being discharged from employment and the employee feeling that the discharge is without cause, the case may be taken up as a grievance. The Company shall have the right to release any employee for any reason, during his/her probationary period and such employee shall have no recourse to the grievance procedure.
9.02 A claim by an employee, who has attained seniority, that he/she has been unjustly discharged from his/her employment shall be treated as a grievance if a written statement of such grievance, signed by the employee, is lodged with Management within three (3) working days after the employee is notified of his/her discharge. All preliminary steps of the grievance procedure prior to Step No. 3 will be omitted in such cases.
9.03 Such special grievance may be settled by confirming the Management's action in dismissing the employee, or by reinstating the employee in his/her former position with full compensation for time lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties or of the Board of Arbitration, as the case may be.
(a) Any disciplinary action taken and noted in an employee's record will be removed from the employee's record twenty-four (24) months from the date of the disciplinary notation.
9.05 An employee shall be accompanied by a committeeperson for an investigatory meeting which may lead to discipline, or a meeting where discipline is to be provided. The committeeperson shall attend the meeting without loss of wages. Employees will not have disciplinary meetings without union representation. Such disciplinary meeting shall normally take place during the employee’s scheduled shift. If the issue requires an immediate meeting, he/she may be called in at a time he/she is not scheduled. If the employee requests to meet for a reasonable period of time with the Union Committee member after the initial meeting has concluded, such request will not be unreasonably denied. When it is known that discipline is to be administered, the reason(s) for the discipline shall be communicated during the meeting and confirmed in writing to the employee afterwards. The time limits for filing a grievance as per Article 8 shall commence when the written confirmation of discipline is received.
DISCHARGE CASES. A claim by a seniority employee that he has been discharged without proper cause shall be treated as a grievance and shall commence at Step 2 of Article provided a written grievance signed by the employee and his department xxxxxxx is presented to the Vice President, Human Resources within days after discharge. The International Representative of the Union will be permitted to attend the meeting held pursuant thereto, with the Vice-President of Human Resources. The Union will not question the discharge of any probationary employee nor shah such discharge be the subject of a grievance. Should the parties agree or should the arbitration board determine that a seniority employee has been discharged without proper cause, such employee shall be reinstated as an employee without loss of seniority and shall be compensated in accordance with the provisions of Article hereof. In the event that a grievance is lodged in accordance with the provisions of this Article the employee will be permitted to contin- ue, at his own expense, his protection under the Group Insurance Plans Appendix by paying the necessary premiums to the Company as fol- lows: within five days of discharge the amount of premium to maintain coverage for the balance of the month, and thereafter month- ly in advance until the issue is resolved, but not to exceed twelve months from the date of discharge. In the event an employee fails to make the necessary payment in advance, his coverage shall lapse. If the employee is reinstated by the board of arbitration and the Company is ordered to reimburse him for the earnings lost, he will also be reimbursed payments which he has made to such plans. The Company and the Union agree that the provisions of the Letter of Understanding found at the end of the Collective Agreement, titled Human Rights and Sexual and Racial Harassment”, shall form part of and be incorporated into this Collective Agreement.
