Common use of DISCHARGE CASES Clause in Contracts

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. 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 Director, Employee Health and Labour Relations, or their designate. A grievance meeting shall be held within a further five (5) working days and the Director of Director, Employee Health 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 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 President (or designate) 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. 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 his designate. A grievance meeting shall be held within a further five (5) working days and the Director of Employee and Labour Relations, or their his 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 grievance may be settled by confirming the 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. 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 his designate. A grievance meeting shall be held within a further five (5) working days and the Director of Employee and Labour Relations, or their his 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. 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 his designate. A grievance meeting shall be held within a further five (5) working days and the Director of Employee and Labour Relations, or their his 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 grievance may be settled by confirming the 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. 10.01 8.01 In the event of an Employee employee who has attained seniority being discharged from employment, employment and the Employee employee feeling that an injustice has been done, the case may be taken up as a grievance. 10.02 All such grievances 8.02 A claim by an employee, who has attained seniority, that he has been unjustly discharged from his employment shall be filed treated as a grievance if a written statement of such grievance is lodged with the Plant Superintendent within five (5) working days of after the discharge with employee ceases to work for 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 renderedCompany. All preliminary steps of the grievance procedure prior to Step No.2 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 8.03 Such special grievances may be settled by confirming the management's action in dismissing the Employeeemployee, or by reinstating the Employee 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 8.04 No employee will be disciplined or discharged without notice, the presence of a member union xxxxxxx and in the absence of a union xxxxxxx; the Grievance Committee grievor shall have the right to interview select any other bargaining unit member of his choice who is at work at the Employee before they leave time of the City incident. 8.05 All disciplines more than eighteen (HSR)'s premises. An Employee who declines 18) months old shall not thereafter form part of an employee’s record and shall not be admissible as evidence at arbitration. 8.06 The Company shall take disciplinary action against any employee within ten (10) working days of the date of the incident or within ten (10) working days of which management became aware of the incident. 8.07 If an employee is disciplined in a manner that adversely affects his employment record, the company shall give the xxxxxxx or in his absence the alternate xxxxxxx a copy of the disciplinary notice at the time it is issued and such notice shall also be forwarded to be interviewed must sign a waiver formthe Union Office.