Discharge Cases and Suspension Cases Sample Clauses

Discharge Cases and Suspension Cases. A claim by a seniority employee that he has been discharged or suspended shall be treated as a grievance and shall commence at Step 2 of Article 7.05 provided a written grievance signed by the employee and his xxxxxxx is presented to the designated official of the Company within three (3) days after the discharge or suspension. The Union shall not question the discharge or suspension of any probationary employee nor shall such discharge or suspension be the subject of a grievance. Where an employee has been discharged or suspended, he will be given an opportunity to interview his xxxxxxx prior to leaving the Company's premises provided his xxxxxxx is available on the Company's premises. All discharge or suspension grievances shall be discussed by the parties within seventy-two (72) hours of the grievance being filed.
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Discharge Cases and Suspension Cases. Section 4.1: Discipline, Suspension, Reduction in Rank, Discharge. No employee shall be disciplined, suspended, reduced in rank or discharged without just cause. In the event an employee under the jurisdiction of the Union, who has completed his probationary period, shall be disciplined, suspended from work or reduced in rank for disciplinary reasons or is discharged from his employment after the date hereof and he believes he has been unjustly disciplined, suspended or reduced in rank or discharged, such suspension, reduction in rank or discharge shall constitute a case arising under the Grievance Procedure, provided a written grievance with respect thereto is presented to the Chief within three (3) regularly scheduled working days after such discharge, reduction in rank or after the start of such discipline or suspension. It is understood and agreed that when an employee files a grievance with respect to his discipline, suspension, reduction in rank or discharge, the act of filing such grievance shall constitute his authorization of the Employer to reveal to the participants in the Grievance Procedure any and all information available to the Employer concerning the alleged offense and such filing shall further constitute a release of the Employer from any and all claimed liability by reason of such disclosure.
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Discharge Cases and Suspension Cases. A claim by a seniority employee that he has been discharged or suspended shall be treated as a grievance and shall commence at Step 2 of Article 7.05 provided a written grievance signed by the employee and his Xxxxxxx is presented to the designated official of the Company within three (3) days after the discharge or suspension. The Union shall be notified of any suspensions or terminations at the time of occurrence. The Union shall not question the discharge or suspension of any probationary employee nor shall such discharge or suspension be the subject of a grievance. Where an employee has been discharged or suspended, he will be given an opportunity to interview his Xxxxxxx prior to leaving the Company's premises provided his Xxxxxxx is available on the Company's premises. All discharge or suspension grievances shall be discussed by the parties within three days (3) of the grievance being filed.
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Discharge Cases and Suspension Cases. 7.01 In the event of an employee, who has attained seniority, being discharged or suspended from employment and the employee feeling that an injustice has been done, the case may be taken up as a grievance.
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Discharge Cases and Suspension Cases. 7.01 In the event that an employee be discharged or suspended unjustly from her employment after the date of execution of this Agreement, and believes that her discharge or suspension is in violation of the provisions of this Agreement, such discharge, or suspension, shall constitute a matter to be dealt with under the provisions of this Agreement respecting Grievance Procedures. Any such matter may be presented at the Third Stage of the Grievance Procedure within seven (7) days after the date the employee is notified of her discharge or suspension, and not otherwise.
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Related to Discharge Cases and Suspension Cases

  • DISCHARGE AND SUSPENSION CASES 12.01 A claim by an employee who has completed the probationary period that he/she has been unjustly discharged or suspended from his/her employment will be treated as a special grievance commencing at Step 3 of the Grievance Procedure, provided such claim is filed with the Employer within six (6) days after the discharge or suspension occurs. The Parties expressly agree that notwithstanding the amendments to the provisions of the Ontario Labour Relations Act, the termination of employment of a probationary employee shall not be subject to the provisions of the grievance and arbitration provisions of this Agreement except in the event of a claim by a probationary employee under Article 2.01.

  • 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.

  • DISCHARGE AND SUSPENSION A. The Employer shall have the right to discipline non-probationary employees for cause up to, and including, discharge.

  • Discharge/Suspension Grievance If an employee, who has completed his probationary period, claims that he has been unjustly discharged or suspended, such claim must be submitted by the employee, who may be accompanied by a Union xxxxxxx, or by a Committee member at Step 2 of the grievance procedure to the Hospital within five (5) days following the date the discharge or suspension is effective. Such grievance may be settled under the Grievance and Arbitration procedure by:

  • DISCHARGE, SUSPENSION AND WARNING 21.01 When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be documented, and a copy of this warning will be forwarded immediately to the regional office of the Union.

  • Extension After Suspension When a suspension occurs through no fault of PURCHASER, PURCHASER may request an extension of time for performance of this contract, for a period not to exceed the period of operations that were suspended. The request for extension must be in writing and:

  • DISCHARGE, SUSPENSION AND DISCIPLINE 14.01 (a) In the event an Employee is suspended as a disciplinary measure and the Employee considers that an injustice has been done, the matter may be taken up at Step 2 of the Grievance Procedure.

  • Discharge Procedure When an employee is discharged or suspended, the employee and the Union shall be advised promptly in writing by the Employer as to the reason for such discharge or suspension.

  • DISCHARGE OR SUSPENSION The Employer shall not discharge nor suspend any employee without just cause, but in respect to discharge or suspension shall give at least one (1) warning notice of a complaint against such employee to the employee, in writing, and a copy of the same to the Union, except that no warning notice need be given to an employee before he/she is discharged if the cause of such discharge is dishonesty, drinking alcoholic beverages or being under the influence of drugs or in illegal possession of drugs during the workday (including meal period) or drunkenness, recklessness resulting in serious accident while on duty, or the carrying of unauthorized passengers while on the job or offenses of equal seriousness. Except for serious accidents, a driver will not be removed from the payroll during an investigation of an accident. The driver can be assigned to non-driving work during this period. Before disciplinary action is taken, a meeting shall be held with the employee and the employee shall have the right to choose a Xxxxxxx who is readily available and on the premises. In the case of discharge for any offense other than the above mentioned, including suspension, the disciplinary action will be held in abeyance for two (2) weeks to give the Local Union the opportunity to intervene prior to the action being taken. The warning notice, suspension or discharge as herein provided shall not remain in effect for a period of more than nine (9) months from the date of said warning notice, suspension or discharge. Any disciplinary action must be by proper written notice to the employee and the Union affected. Disciplinary letters must be issued by the Company within ten (10) working days after the incident. Any employee may request an investigation as to his/her discharge or suspension. Should such investigation prove that an injustice has been done to an employee, he/she shall be reinstated. The C.P.A.P.G.C. or the impartial arbitrator shall have the authority to order full, partial or no compensation for time lost. Appeal from discharge or suspension must be taken within ten (10) days by written notice and a decision reached within thirty (30) days from the date of suspension or discharge. An employee shall be given a copy of any Company form or document signed by the employee if requested. The Company will not use absenteeism or accidents in conjunction with any other disciplinary action.

  • DISCHARGE AND DISCIPLINE CASES 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five (5) working days thereafter, give written particulars of such censure to the President of the Union, with a copy to the employee involved.

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