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 a seniority employee that he has been discharged without cause shall be treated as a grievance and shall commence at Step 2 provided a written grievance signed by the employee and his Xxxxxxx is presented to the Mill Manager or his designate within seven (7) calendar days after the date of discharge.
DISCHARGE CASES. The Union acknowledges that the probationary period is a trial period within which management reserves the right to appraise new employees and that the sole fact that a new employee has not performed to the standards of an approved employee is just cause for dismissal. A claim by an approved employee on the seniority list that he or she has been unjustly discharged or suspended from his or her employment shall be treated as a grievance if a written statement is lodged with the Manager within hours after the employee ceases to work for the Company All preliminary steps of the grievance procedure prior to Step No. will be omitted in such cases. When an employee is discharged or suspended from employment, shall be given a letter of discharge or suspension stating reasons for same. The xxxxxxx or designate and the Union office will be given a copy. The discharged or suspended employee will be allowed to interview xxxxxxx or designate, prior to leaving the premises, provided the xxxxxxx or designate is on duty. If an employee so desires a xxxxxxx or designate will be present when an employee is given discipline above a verbal warning. Such special grievances may be settled by confirming the management's action in dismissing the employee or by reinstating the employee on a basis satisfactory to the conferring parties. If an employee feels is suffering a grievance should report the complaint in the same manner described in paragraph above. It is understood that the management may bring forward at any meeting held with the Union Grievance Committee any complaint with respect to the conduct of the Union, its Officers, Committeemen or Stewards; and that if such complaint by management is not settled to the mutual satisfaction of the conferring parties, it may treated as a grievance and referred to arbitration in the same way as the grievance of an employee. The Company agrees to provide a copy of all notices of discipline given to employees to the Chairperson.
DISCHARGE CASES. Subject to (a), a claim by the Union that an employee has been unjustly discharged shall be treated as a special grievance if a written statementof such special grievance is lodged with the Director of Education or designate by a member of the Union Committee or designate no later than ten (10) working days after the notification to the employee. The Employer shall direct a letter to the employee concerned and a copy thereof to the Chair stating its reasons for any discharge or suspension. Despite the foregoing, the Union and the Employer agree that a lesser standard for discharging employees shall apply during an employee’s probationaryperiod. Failing settlement of such special grievance under the foregoing procedure, the grievance may be referred to arbitration as provided for under Article Such special grievance may be settled by confirming the Employer’s action in dismissing the employee, or by reinstating the employee with or without compensation, or in such a manner as is deemedjust and equitable in the opinion of the conferring parties or the arbitration board. The Chair shallbe notified on the dismissalof an employee and suchnotice will be mailed within one (1) day of the effective date of the dismissal. Verbal notice will be the Chair, or Union representative,on the day the employeeis dismissed if a Union representative is not present at the time the employee is notified of the dismissal. If an employee has a month period during which there was no disciplinary action against the said employee, then the employee’s disciplinaryrecord during the time prior to the commencement of the said month period shall not be used against the employee. An employee, shall, upon written request to the Director of Education or designate be granted the opportunity to view his or her complete personnel file in the presence of the Manager of Human Resources or designate. An employee who may be subject to discipline shall have the right to Union representation. It is the Employer’s responsibility to inform such employee of that right to representation.
