Discharge Grievance Procedure. (a) Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of SPEA, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. The Company will take reasonable steps to ensure that discharge occurs in a respectful and humane manner. This discussion will take place away from the employee’s regular place of work, with non-uniformed security in the vicinity. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a SPEA representative on the premises prior to departure.
(b) In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of SPEA (normally the President), shall be advised of the action taken. The President of SPEA will be advised of the reasons for such action.
(c) A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen (15) days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge.
(d) The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows:
(i) The alleged Grievance shall be reduced to writing, signed by the employee and submitted to Human Resources or other designated Company representatives;
(ii) A hearing shall be called by the Company within five (5) working days. SPEA representatives as necessary and the aggrieved employees may attend; if the employees, due to conditions beyond their control and through no fault of their own, are unable to present the Grievance in person, a SPEA representative may act for them;
(iii) The Company representative will submit a written decision to the SPEA President within seven (7) days of the hearing.
(e) Should an employee be given the option of resigning or being discharged, this will be considered for the purpose of this Article as though it were a discharge.
(f) Should an employee be discharged for reasons of national security, the Company will notify the SPEA President in writing. It is understood that the Company may not be able to divulge the information on which the discharge was based. In any such case the employee will be advised of the employee's rights of appeal. The Company will, if possible, transfer the employe...
Discharge Grievance Procedure. The following may be deemed to be just cause of discipline, up to and including discharge, subject to an employee’s right to file a grievance:
i. Breach of patient confidentiality;
ii. Insubordination;
iii. Being under the influence of alcohol or illegal drugs while on duty;
iv. Misappropriation of the FHO property;
v. Insolence;
vi. Willful misconduct;
vii. Willful neglect of duty
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows:
(a) The alleged grievance shall be reduced to writing, signed by the employee, and submitted to the appropriate Human Resources representative or other designated Company representative.
(b) A hearing shall be called by the Company. A National or International representative of the Union, and Executive Officer of the Council, local Union representatives as necessary, and the aggrieved employee may attend. If the employee, due to conditions beyond the employee’s control and through no fault of the employee, is unable to present the grievance in person, the employee’s Union representative may act on the employee’s behalf.
(c) The Company representative will submit a written decision to the Union representative within ten (10) days after the matter is presented to the Company.
(d) Should the decision be unsatisfactory to the Union, it will then refer the matter to the Council. A written Council reply shall be submitted to the appropriate Human Resources representative, within ten (10) days, stating whether the decision is satisfactory or unsatisfactory.
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows: The alleged grievance shall be reduced to writing, signed by the employee, and submitted to the appropriate Human Resources representative or other designated Company representative. A hearing shall be called by the Company. A National or International representative of the Union, and Executive Officer of the Council, local Union representatives as necessary, and the aggrieved employee may attend. If the employee, due to conditions beyond the employee’s control and through no fault of the employee, is unable to present the grievance in person, the employee’s Union representative may act on the employee’s behalf. The Company representative will submit a written decision to the Union representative within two (2) days after the matter is presented to the Company. Should the decision be unsatisfactory to the Union, it will then refer the matter to the Council. A written Council reply shall be submitted to the appropriate Human Resources representative, within five (5) days, stating whether the decision is satisfactory or unsatisfactory.
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows:
(a) The alleged grievance shall be reduced to writing, signed by the employee, and submitted to the appropriate Human Resources representative or other designated Company representative.
(b) A hearing shall be called by the Company. An Executive Officer of the Union and the aggrieved employee may attend. If the employee, due to conditions beyond the employee’s control and through no fault of the employee, is unable to present the grievance in person, the employee’s representative may act on the employee’s behalf.
(c) The Company representative will submit a written decision to the Union representative within ten (10) days after the matter is presented to the Company.
(d) A written Union reply shall be submitted to the appropriate Human Resources representative, within ten (10) days, stating whether the decision is satisfactory or unsatisfactory.
Discharge Grievance Procedure. Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of the Society, as an observer, at the meeting at which the employee is informed of the Company's intention to discharge. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a Society representative on the premises prior to departure. In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. In addition an Executive Officer of the Society (normally the President), shall be advised of the action taken. The President of the Society will be advised of the reasons for such action. A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: the alleged Grievance shall be reduced to writing, signed by the employee and submitted to the Manager, Human Resources or other Company representatives;
Discharge Grievance Procedure. Where the Company determines that an employee is liable to be discharged for just cause, the employee will have the opportunity to be accompanied by a representative of the Society, as an observer, at the meeting at which the employee is informed of the Company’s intention to discharge. Subsequent to this meeting, the employee will be provided with an opportunity to consult with a Society representative on the premises prior to departure. In any case of discharge (except for reasons of national security) the employee shall be advised of the reason. addition an Executive Officer of the Society (normally the President), shall be advised of the action taken. The President of the Society will be advised of the reasons for such action. A claim that an employee has been discharged without just cause shall not be entitled to consideration or made the basis of a Grievance unless filed within fifteen days after the employee has received notification (or all reasonable steps have been taken to notify the employee) of the discharge. The Grievance Procedure in all cases of claimed wrongful discharge shall be as follows: the alleged Grievance shall be reduced to writing, signed by the employee, and submitted to the Vice-President, Human Resources or the Personnel Manager, Montreal or other designated Company representatives;
Discharge Grievance Procedure. The following may be deemed to be just cause for discipline, up to and including discharge, subject to an employee’s right to file a grievance but these shall be considered a specific penalty under Section 48(17) of the Labour Relations Act :
Discharge Grievance Procedure. In the case of an employee being discharged, the employee may submit a grievance in writing on a form supplied by the University of Toronto, signed by the employee, to the Director of Labour Relations within five working days after the discharge of the employee. If the matter is not immediately settled, the Director of Labour Relations or his/her designate together with the Chief Librarian or her/his designate, shall meet with the National Representative of the Union, or his/her designate, within a further period of five working days after presentation of the grievance. If the grievance is not settled at this meeting, then the Union may notify the Director of Labour Relations in writing within a further period of five working days that it intends to proceed to arbitration as hereafter set out. POLICY OR GROUP GRIEVANCE A grievance of the Employer, or a policy or group grievance of the Union which is distinguished from an individual employee’s grievance, must be sent by registered mail or be personally delivered to the Director of Labour Relations, or to the National Representative of the Union, as the case may be, within fifteen working days after the occurrence of the matter which is the subject of the grievance. The Director of Labour Relations or his/her designate together with the Chief Librarian or her/his designate, shall meet with the National Representative of the Union or his/her designate, within ten working days. If the grievance is not settled at this meeting then either party may notify the other party in writing within a further period of five working days that it intends to proceed to arbitration. The notice of intention to proceed to arbitration shall contain the details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought at arbitration.
Discharge Grievance Procedure. The grievance procedure in all cases of claimed wrongful discharge shall be as follows: The alleged grievance shall be reduced to writing, signed by the employee, and submitted to Employee Relations, or other designated Company representative. A hearing shall be called by the Company. A National or International representative of the Union, an Executive Officer the Alliance, local Union representatives as and the aggrieved employee may attend. If the employee, due to conditions beyond the control and through no fault of the employee's own, is unable to present the grievance in person, the employee's Union representative may act for the employee. The Company representative will submit a written decision to the Union representative within two days after the matter is presented to the Company
