Common use of DISCHARGE CASES Clause in Contracts

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. 9.01 In the event of an employee who has attained seniority being discharged from employment or suspended, he he/she 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 he/she 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 his/her 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. 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.or 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. 9.01 In the event of 8.01 A grievance by an employee employee, who has attained seniority being discharged from employment or suspendedcompleted the probationary period, 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 or suspended from his employment employment, may be submitted in writing at Step 2 of the grievance procedure. In any case, such grievance 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 submitted within three four (34) working days after of the discharge or suspension. 8.02 An employee who will be discharged or suspended is entitled to representation by a Union Xxxxxxx. If a Union Xxxxxxx is not on shift, the employee’s immediate supervisor or designate shall call a Xxxxxxx in to work. In the event that a Xxxxxxx cannot be reached, the employee is notified of his discharge. The Union will be notified suspended pending issuance of the name formal disciplinary suspension or discharge until a meeting can be held with the Xxxxxxx present. An employee who will be disciplined in any form short of discharge or suspension is entitled to representation by a Union Xxxxxxx. If a Xxxxxxx is not on shift, a member of the Plant Manager's designate on bargaining unit will act as a current basis. All preliminary steps of witness during the grievance procedure prior to Step No. 3 will be omitted in such casesdiscipline meeting. 9.03 Such special grievance 8.03 Discharge grievances may be settled by confirming the Management's Company’s action in dismissing the employee permanent employee, or by reinstating the employee in his former position with full seniority and compensation for time lost, or by any other arrangement which that is just and equitable in the opinion of the conferring parties parties, or arbitratorthrough the arbitration process outlined in Article 7. 8.04 The record of a disciplinary measure shall be reduced one level on the progressive discipline progression, as outlined in the case may be. 9.04 A grievance involving Company’s progressive discipline policy, one (1) year after the suspension date of an employee may be settled by an arbitrator by confirming the Management's action in regard to the suspensionissue, by declaring provided that the suspension was unjust and awarding compensation to the employee has not received any further discipline for time lost, or by any other arrangement which is just and equitable misconduct in the opinion same category (as set out in the Company’s Rules and Regulations) as the previous discipline. The disciplinary action will continue to be reduced on the anniversary of the Arbitratordate of issue.

DISCHARGE CASES. 9.01 In the event of an any employee who has attained seniority being discharged from employment or suspendedemployment, 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 and the employee feels feeling 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 with- in seven (7) working days of the date the employee is notified of his their discharge, except where a case is taken to arbitration. A claim by an employee who has attained seniority that he has they have been unjustly discharged from his their employment shall be treated as a grievance if a written statement of such grievance, signed by the employee, grievance is lodged with the Plant General Manager or designate Manufacturing or, in their absence, the Operations Manager, within three (3) working days after the employee is notified of his discharge. The Union will be notified of ceases to work for the name of the Plant Manager's designate on a current basis. All preliminary steps of the grievance procedure prior to Step No. Number 3 will be omitted in such cases. 9.03 case. Such special grievance may be settled by confirming the Management's ’s action in dismissing the employee employee, or by reinstating reinstat- ing 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 parties. The-decisions 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 a Board of Arbitration constituted in the opinion above manner shall be binding on both parties. The Board of Arbitration shall not have any power to alter or change any of the Arbitratorprovisions of this Agreement or to substi- tute any new provisions for any existing provisions, nor to give any decision inconsistent with the terms and provisions of this Agreement. Each of the parties to this Agreement will bear the expenses of the arbitrator appointed by it; and the parties will jointly bear the expenses, if any, of the chairper- son. No person shall be selected as arbitrator who has been directly involved in attempts to negotiate or settle the grievance.

DISCHARGE CASES. 9.01 In Subject to 2.04 (a), a claim by the event of Union that 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 special grievance if a written statement of such grievance, signed by the employee, special grievance is lodged with the Plant Manager Director of Education or designate within three by a member of the Union Committee or designate no later than ten (310) working days after the employee is notified of his dischargenotification 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 probationary period. 9.02 A special meeting between the Union Committee and the Employer will be notified held within ten (10) working days of the name receipt 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 casesspecial grievance. 9.03 Failing settlement of such special grievance under the foregoing procedure, the grievance may be referred to arbitration as provided for under Article 8. Such special grievance may be settled by confirming the Management's Employer’s action in dismissing the employee employee, or by reinstating the employee in his former position with full seniority and compensation for time lostor without compensation, or by any other arrangement which in such a manner as is deemed just and equitable in the opinion of the conferring parties or arbitrator, as the case may bearbitration board. 9.04 A grievance involving The Chair shall be notified on the suspension dismissal of an employee and such notice will be mailed within one (1) day of the effective date of the dismissal. Verbal notice will be given to the Chair, or Union representative, on the day the employee is dismissed if a Union representative is not present at the time the employee is notified of the dismissal. 9.05 If an employee has a 24 month period during which there was no disciplinary action against the said employee, then the employee’s disciplinary record during the time prior to the commencement of the said 24 month period shall not be used against the employee. 9.06 An employee, shall, upon written request to the Director of Education or his/her designate be granted the opportunity to view his or her complete personnel file in the presence of the Manager of Human Resources or his/her designate. 9.07 An employee who may be settled by an arbitrator by confirming subject to discipline shall have the Management's action in regard right to Union representation. It is the suspension, by declaring Employer’s responsibility to inform such employee of that the suspension was unjust and awarding compensation right to the employee for time lost, or by any other arrangement which is just and equitable in the opinion of the Arbitratorrepresentation.

DISCHARGE CASES. 9.01 In the event of an employee who has attained seniority being discharged from employment or suspendedemployment, 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 and the employee feels feeling 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 five (35) 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 employee, who has attained seniority seniority, that he has been unjustly discharged from his employment shall be treated as a grievance if a written statement state- ment of such grievance, signed by the employee, grievance is lodged with the Plant Manager or designate within with- in three (3) working days after the employee is notified of his discharge. The Union will be notified of ceases to work for the name of the Plant Manager's designate on a current basisCompany. All preliminary steps of the grievance procedure prior to Step step No. 3 will be omitted in such cases. 9.03 case. Such special grievance grievances may be settled by confirming the Managementmanagement's action in dismissing the employee employee, or by reinstating rein- stating 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 opin- ion of the conferring parties or the arbitrator, as the case may be. 9.04 A grievance involving the suspension of . When an employee may has been discharged without notice, shall have the right if is at work to be settled interviewed by an arbitrator by confirming the Management's action local union president or his designate if either is avail- able on the shift. Written or verbal warnings shall be given within the time limits in regard 6.02; that is within seven (7) full working days of the circumstances except where a person necessary to the suspensioninvesti- gation is on vacation or leave of absence in which case the maximum shall be twenty-one (21) days. In the event a disci- plinary warning is given to an employee, by declaring that the suspension was unjust such disciplinary warning is given to an employee, concerned in writing and awarding compensation three (3) copies given to the Grievance Committee. Management shall not consider any disciplinary action involv- ing the employee for time lost, which occurred one year or by more preced- ing the act which brought about the disciplinary action. The Company shall keep an employee qualification record updated in their personnel file provided the employee shall add any other arrangement which is just and equitable in the opinion of the Arbitratoradditional qualifications as they are obtained correct any incorrect information.

DISCHARGE CASES. 9.01 In the event of an employee who has attained seniority being discharged from employment or suspendedemployment, 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 and the employee feels feeling that an injustice has been done, the case may be taken up as a grievance. 9.02 All such cases shall . In the event of a temporary employee being dis- charged from employment and the employee feeling that an injustice has been done, the case may be taken up within three (3) working days and disposed of within seven (7) working days as a grievance, provided that in no event may a temporary employee file a grievance when his employ- ment has been terminated upon the completion of the date the employee work for which he is notified engaged. Any such claim 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 unjust discharge shall be treated tre- ated as a grievance if a written statement of such grievance, signed by the employee, xxxx- xxxxx is lodged with the Plant Manager or designate his Departmental Superintendent within three (3) working five days after the employee is notified of his discharge. The Union will be notified of ceases to work for the name of the Plant Manager's designate on a current basisEmployer. All preliminary steps of the grievance xxxx- xxxxx procedure prior to Step No. 3 will be omitted in such cases. 9.03 . Such special grievance may be settled by confirming con- firming the Management's ’s action in dismissing the employee 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 parties. When an employee may be settled has been dismissed without notice, he shall have the right to interview his Xxxxxxx for a reasonable period of time before leaving the pre- mises. When an employee covered by an arbitrator by confirming the Management's action in regard to the this Agreement is being recommended for discharge or 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 two members of the ArbitratorUnion Executive must be pre- sent at such a meeting, at the request of either party.