DISCHARGE & DISCIPLINE Sample Clauses

DISCHARGE & DISCIPLINE. 10.01 A claim by an employee who has completed their probationary period that they have been unjustly disciplined or discharged from they/their employment, shall be treated as a grievance if a written statement of such grievance is lodged within three (3) working days after the employee ceases to work for the Company. Such grievances shall be lodged at Step 3. 10.02 When an employee has been disciplined or discharged, the employee shall have the right to meet their ▇▇▇▇▇▇▇ for a reasonable period of time before leaving the plant premises. 10.03 Notwithstanding anything in this Agreement, a probationary employee may be discharged at the sole discretion of and for any reason satisfactory to the Company (unless contrary to the provisions of the Ontario Human Rights Code) and such action by the Company is not subject to the grievance procedures and does not constitute a difference between the parties. The Company will advise the Plant Chair or ▇▇▇▇▇▇▇ if they let anyone go as above. (a) In all cases of discipline (including discharge), the Company will ensure the employee will be provided the assistance of a Shop ▇▇▇▇▇▇▇. If the ▇▇▇▇▇▇▇ is not available, any of the Union Executive or JHSC members can be utilized. Should none of these representatives be available then the employee will have the option to have an alternative representation. (b) Whenever possible or practicable any disciplinary action to be taken will be administered in the presence of the employee, the immediate Supervisor or Plant Manager and a Union Representative; provided however there is a Union Representative on shift at that time. If no Union Representative is available, the Local Union Plant Chairperson or their designate will be notified as soon as possible and without delay thereafter. (c) Any correction notice must be in writing with the signatures of the Employee, the Supervisor and/or Manager, and/or Human Resources and a Union Representative. Any correction notice submitted to the Human Resources Office without the employee’s signature will not be valid, unless otherwise noted as “employee refused to sign” and witnessed by one other individual. Corrective notices must be issued within 7 working days of the incident or from the date the Company becomes aware of the incident. Extension of the timeline may be granted upon mutual agreement (d) All correction notices (warnings) to include “The employee’s signature shall only be acknowledgment that they have read and received a copy of t...

DISCHARGE & DISCIPLINE. Discharge and discipline shall be made only for just cause. Employees in the unit may be dismissed for just cause and any of the following reasons shall be considered just cause for dismissal: a. Failure to perform duties assigned; b. Insubordination and lack of cooperation; and/or c. Use of intoxicating liquor or drugs, which are detected, by his/her supervisor, or anyone who comes in contact with employee while on duty; d. The commission of any criminal or other offense involving moral turpitude; and /or e. Any other cause, which may be made grounds for dismissal by applicable statutes of the State of Minnesota or under the School Board policies of the district.

DISCHARGE & DISCIPLINE. No employee who has completed her/his probationary period shall be disciplined or suspended except for just cause. The question of "just cause" shall specifically be subject to the grievance procedure of this Agreement. If any discipline, suspension, or discharge results from conduct relating to a patient and if the patient does not appear at the arbitration, the arbitrator shall not consider the failure of the patient to appear as prejudicial. The term "patient" shall include, for the purpose of this Agreement, those seeking admission and those seeking care or treatment as well as those already admitted. Employees who have not completed their probationary period, however, may be terminated without recourse by the Employer and such termination shall not be subject to the grievance and arbitration procedures of this Agreement.

DISCHARGE & DISCIPLINE. 9.01 The Employer shall pay any discharged Employee all their wages in full, by the pay period after their discharge and after any monies owed by them to the Employer have been repaid to the Employer. 9.02 A non-probationary Employee who feels they has been unjustly dismissed may present a grievance and the same shall be entered at “STEP 2” of the Grievance Procedure provided by Article 7 hereof, provided that the right to grievance shall be deemed to be waived if no grievance has been presented within five (5) working-days after the discharge using the methods set out in STEP 1 above. A probationary Employee who feels that they have been dismissed in violation of the standard as set out in Article 7.06 may present a grievance using the methods set out in STEP 1 above and the same shall be entered at the third Step of the Grievance Procedure provided by Article 7; hereof, provided that the right to grievance shall be deemed to be waived if no grievance has been presented within five (5) working-days after the discharge.

DISCHARGE & DISCIPLINE. A. The Employer agrees to notify in writing the Building ▇▇▇▇▇▇▇, or if the Building ▇▇▇▇▇▇▇ is unavailable, the Union President, or the Vice-President, as soon as possible, but no later than 24 hours, after any discharge or discipline of an employee. The Union ▇▇▇▇▇▇▇ may attend any disciplinary meetings. B. The discharge or disciplined employee will be allowed to discuss his discharge or discipline with the ▇▇▇▇▇▇▇ of the Building or Vice-President-Chief ▇▇▇▇▇▇▇, the President, and/or a Union Officer; and the Employer may make available an area where he may do so before he is required to leave the property of the employer. Upon request, the Employer or his designated representative will discuss the discharge or discipline with the employee and the ▇▇▇▇▇▇▇ or the officers as outlined above.

DISCHARGE & DISCIPLINE. 9.01 The Employer shall not discipline or dismiss any employee bound by this Agreement except for just cause.

DISCHARGE & DISCIPLINE. No employee, other than an employee who, at the time of discharge, has not completed the probationary period specified in Article shall be discharged except for just and sufficient cause; and no employee shall be disciplined except for just and sufficient cause. An employee who is called before supervisor concerning any disciplinary matter, shall be accompanied by a Union representative. If the employee receives a reprimand or is suspended, this shall be confirmed in writing within two working days, with a copy sent to the Union. If the employee is discharged, this shall be confirmed in writing on the same day, with a copy sent to the Union. For the purposes of this Article, discipline means formal discipline (i.e.: verbal, written warning, etc.). Disciplinary letters shall be removed from the employee’s file eighteen (1 8) months from their issue date. Employees shall, by appointment, have supervised access to view and copy their personal files.

DISCHARGE & DISCIPLINE. A. The Employer agrees to promptly notify any employee and the Union representative in writing of the discharge or the formal discipline of an employee in the district. The employee involved will be allowed to discuss his discharge or discipline with the ▇▇▇▇▇▇▇ of the district and the employer will make available an area where he may do so before he is required to leave the property of the Employer. Upon request, the Employer or his designated representative will discuss the discharge or discipline with the employee and the ▇▇▇▇▇▇▇. B. Should the discharged or disciplined employee or the ▇▇▇▇▇▇▇ consider the discharge to be improper, a complaint shall be presented in writing through the ▇▇▇▇▇▇▇ to the employer beginning at Step Three of the grievance procedure within two (2) regularly scheduled work days of the discharge or discipline. Step Three of the grievance procedure will then be followed and if the decision is not satisfactory to the Union, the matter shall be referred to the rest of the grievance procedure. In opposing any discipline on a current charge, the Employer will not take into account any prior infractions which occurred more than two (2) years previously, "unless the employee's past written record demonstrates a pattern of serious misconduct which is the basis of the present discipline, then, the limit shall be extended to four years, but shall not precede June 30, 1981." The District may use the progressive system of discipline below in disciplining bargaining unit members for incidents that the District believes can be resolved by following the below system. However, the District retains the right to start at step (d) for any offense that the District determines to present a danger to students or staff, gross misconduct with the students and staff, gross insubordination, blatant disregard for work rules and policies, gross unprofessional or irresponsible conduct on the job, being served on a felony charge on or off the job. The definition of gross pertaining to this article is flagrant or outrageous. (a) Verbal warning by appropriate administrator. (b) Written warning by appropriate administrator. (c) Written reprimand by appropriate administrator. (d) Suspension with pay pending a “Just Cause” hearing. (e) Suspension without pay. (f) Dismissal for just cause only. C. Formal reprimands shall be in writing with specific recommendations for improvement. A signed copy of the formal reprimand shall be given to the employee, prior to inclus...

DISCHARGE & DISCIPLINE. The District retains the right to discharge or otherwise discipline 6 employees in the bargaining unit who have in any manner and to any 7 extent committed acts prohibited by the provisions of this Article. The 8 District shall have the right to discipline all or any employees and to 9 administer different penalties, or to refrain from taking such disciplinary 10 action administered under this Article; however, the only issue which can 11 be the subject of a grievance is limited to whether or not the employee 12 has, to any extent, committed acts prohibited by the provisions of this 13 Article.